Reskilling & Succession
Skills shortages mean re-skilling and succession planning. See where you stand against emerging skills, make readiness changes visible, and engage people with development that actually prepares them for new roles.
The Problem
New technology and operating models are changing required skill sets, but what they should be is not clear. Succession plans feel theoretical; internal candidates aren’t ready in time.
What changes with Centranum
Our workforce re-skilling platform integrates a capability and competency approach to provide;
- A view of emerging skills and your current position
- A clear picture of staff readiness for target roles to support your career and succession management.
- Development programmes – (using the 70-20-10 principle) experiential training, stretch work, collaborations, mentoring, projects, training courses that build capability.
- A healthier internal fill rate.
Re-skilling efforts depend on streamlined competency management to identify emerging skill needs and close gaps faster.
Operational competency assurance then ensures those new skills are applied consistently and safely across the workforce.
How it works
- Identify a future skills framework – emerging skills/competencies
- Identify and link relevant learning resources
- Create competency criteria that fit your environment
- Map to profiles for use in assessments and link to staff needing to reskill
- Create and track development objectives with matched learning resources to close the gaps
- For position based succession use succession management software or role matching to identify gaps and work to close them.
- For job family or leadership succession pipeline – assess talent potential
- Create talent pools with relevant learning programmes and experiences and track progress
How it looks
Clear view of development of emerging competencies e..g. digital literacy, AI skills
Real time reports on related individual learning & development progress
A clear picture of talent using the factors you deem important – e.g. mobility, commitment
Succession dashboard showing readiness and emergency stand ins for all critical positions
FAQ
Where do “future skills” come from?
From your strategy and operating model. Start with one critical role and use our AI assistant to identify evolving responsibilities and matching future skills. World Economic Forum 2025 report has useful information on future core skills
Can we reuse our existing skills framework?
Yes —import as‑is; and extend with future skills where relevant. See our article on Skills Shortages for currently projected future skills and also sample competency definition with criteria for Critical Thinking Skills
Do we need a 'Talent Market Place'
Not really – you can showcase career pathways along with requirements for each role and let staff log interest for discussion with their managers – Then clarity on readiness + targeted development and moves gets you most of the benefit.
How do we measure readiness?
Can we include experience and credentials and other factors for readiness assessment - not just competencies?
Yes. Requirements can include qualifications, experience, training, certifications, professional credentials as well as personal attributes, alongside competency evidence. Centranum’s Capability and Competency Management software brings together all aspects of workforce capability and development.
How do we avoid bias in succession planning?
Ground decisions in observable and verifiable criteria and evidence; review individual development and performance history.