D365 HR • Succession Planning

How to Forecast Employee Succession

By FourVision
Apr 29 • 3 min read
Succession upward climb

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What do you do when you have to let go of staff members? How do you decide whom to keep and in what positions? These questions present a challenge to organizations because letting go of the wrong staff can have terrible repercussions.

You may also be interested in our other articles that deal with successful Offboarding, and transitioning employees into new positions, or Cross-boarding. These topics combined make for a holistic employee lifecycle, supported by well-structured processes and state-of-the-art software solutions.

To support the forecasting of workforce succession, we have established and developed useful and user-friendly tools to help you manage your workforce and determine which skills are the most useful to your organization. All the while working to prevent any gaps in your business processes.

Organize your Workforce

To start off, you need a clear overview of what skills your employees have. As your organization grows or changes to accommodate demand, requirements for your staff will also change. Below, we have specified three steps for you to follow to ensure your forecasting is as accurate as possible;

Step 1: Map Employee Skills

Determine what skills employees have developed with experience or through additional training. This showcases their growth potential and as a results determines individual impact they will have for your organization. At the same time, the overview of employee skills uncovers any skill gaps in your workforce that would make it impossible for any other employee to grow into a more senior or different position should someone leave.

Step 2: Identify Necessary Skills

What are the main skills that your organization needs? And which employees possess them or could reach them in a relatively short period of time? These two questions need a concise and direct answer for your forecasting to work. You will have an idea of where you want your organization to go. So once you have established that, you can find the correct employee to fill it.

Step 3: Who Succeeds Whom?

After you find the employee with the right skills, or the one who shows the most potential, you have to decide whom they will succeed and if they can. The most important aspect at this stage is that you prevent any gaps in your business processes. This is tricky, particularly if a situation arises where you have to let go of staff.

Tools to Help

How do you monitor and keep track of the skills and growth potential of your employees? It is too labor intensive for HR to keep track of each employee’s skill set. Especially if you are looking to forecast whom to keep in which positions so that your organization continues to prosper. To structure your process and relieve HR of the burden of tracking ever-changing employee skill sets, we have the perfect tool: Succession Planning. This Web App helps you forecast what types of positions are vital to the future of your organization and which of your employees are, or can become, the perfect successor if the position opens.

The Succession Planning Web App integrates and communicates seamlessly with Microsoft Dynamics 365 Human Resources which further streamlines your business processes and relieves your workforce of any unnecessary stress.

Read more about our Succession Planning Web App and how it supports your business processes and organizes your workforce here

About us

FourVision is Microsoft’s global leading Dynamics 365 Human Resources implementation partner. We have successfully implemented HR platforms in a variety of industries across multiple Microsoft environments for over a decade. FourVision also delivers an impressive suite of Web Apps that extend Microsoft Dynamics 365 Human Resources.


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