Guarantee tomorrow's success today
Today's new hire is tomorrow's leader.
Succession planning must constantly adapt to the changing world of work. Once you integrate our testing processes into your hiring, development and succession planning, you will gain a sustainable competitive advantage.
Gain competitive advantages
With the "battle for talent", the "Great Resign" and high termination rates, structured succession planning has become a essential competitive advantage become.
The costs of external resources
Companies that do not have long-term succession planning often have to hire external staff at short notice. This leads to less success and causes more costs. Long-term succession planning (at all levels) saves significant costs and guarantees continuity in company successBut you can only develop high potentials in the long term if you can identify them in the long term.
Key advantage: flexibility
Roles, important requirements and key qualifications are changing ever faster. That is why it is important to base succession planning on a much broader basis than it was 10 years ago. Goldblum's testing procedures provide an objective insight into the most important future requirements.
Demographic change
Demographic change is a critical factor in Germany. Strategic succession planning - at ALL levels - is a good way to counteract this. Companies that do not do this are ultimately gambling with the competitiveness and long-term survival of the entire company.
Questions that we can answer for you, for example
- Which young person in my company has potential?
- Which person is blocking the development of the company?
- Does my experienced employee have the potential to advance?
- How can I retain my high performers - while they are constantly being courted by the competition.
- I have promoted a top performer and there are no problems. How can I help?
Sequence
Strategic analysis
Location determination
Analysis of the organization, age structure, retirement plans, identification of critical key positions in the company that are threatened by departures.
Creation of role profiles. What personal skills and characteristics does each role require today and tomorrow.
Testing of future and existing employees
Part of the recruitment process
Succession planning is built into and tested as part of every recruitment process. This allows you to identify high potentials right from the start and promote them in a targeted manner (or not hire low potentials at all).
Testing existing employees
Receive an up-to-date analysis of your employees at all levels of the company in order to discover and specifically promote high potentials and to solve potential challenges of low potentials in a targeted manner.
