Talent &

How to implement Talent & Succession Planning

Build an effective pipeline with rich information for staffing decisions

1. Capture Career interest

Show opportunity – drive engagement

Jobs on show

Tools to give staff a view of all roles within the organization – arranged in career pathways – including the key accountabilities, tasks and expected results, and the capabilities needed to succeed in the role.

Plan career development

Staff compare their current capabilities with those of roles they are interested, view the gaps and plan their personal development.

Register interest

Capture staff interest by allowing staff to indicate the roles in which they are interested. This is the beginning of the talent pipeline.

Career Development Platform - Job Directory

2. Enable Career Planning


 Promotion recommendations and future role potential

Recommend promotions

Managers identify advancement opportunities for staff, nominating them for future roles, with an assessment of readiness and fit.

Managers can use the individual development plan to program in the development experiences required to fill any gaps

Confidential career planning

Managers use part of the Staff Profile to suggest a career track for their staff in the short medium and long term, in conjunction with their talent review assessment.

3. Provide Staff Profile

Integrates all information in a single screen



Staff Profiles

Role based access to view and enter validated information on job progression, performance, capability, career and succession plans and associated development needs.

All information is available in one field of view, accessible from all modules.

4. Enable Talent Review

Identify potential using evidence based and objective assessment method
what is potential

Fully Customizable

Build your own matrices, as many as you need, with as many cells as you wish – your own labels and criteria.

You can also use our standard matrices – performance versus potential, retention risk, critical roles-development priority, and our full talent assessment, based on validated models of talent identification.

Supports talent discussions – Managers drag and drop their staff to appropriate cells after talent review meetings.

Consolidated reports

Reports for senior management give insight into talent, critical roles and retention risk across the organization. Talent Review data enables identification of candidates for Talent Pools.

5. Develop Talent Pools

Manage development roadmaps

Talent pools

Larger organizations may wish to develop staff ahead of time so that they are ready to move into new roles as they become available.

With Centranum you can create confidential talent pools so that you do not create expectations that may not be met.

Staff  are confidentially assessed against talent pool requirements and gaps identified.

Development programmes

Make a roadmap of the development experiences that will help staff gain the required competencies.     Assign staff to these experiences as appropriate and track their progress.

6. Set up Succession Planning

For critical positions at any level

Critical roles

Designate critical roles for confidential  Succession Planning

Nominate successors

Nominate successors for particular roles with a readiness indicator, and a preference ranking in cases where there are several potential successors

Interactive Org Charts

Succession reports show incumbents, nominated successors and indicated career interest – click to bring up rich information on the staff profile.

Compare current organisation and succession plans situation with selected points in the past.  Create and manage multiple succession scenario plans.