Anticipate the future of your organization.
Identify critical positions, map potential successors, and structure your succession plans to ensure the continuity of your organization.
An unexpected departure from a key position can paralyze a team for months.
However, 60% of companies have no formalized succession plan. The know-how leaves with the employee.
From the organizational chart, identify and flag critical roles.
Strategic positions are flagged directly in the organizational chart. Dashboard with stats: strategic positions, occupied positions, covered vs. uncovered, validated successors. Alerts: unfilled positions, pending validation. Filters by department and confidentiality level (restricted, management, HR+CEO).
- Flag 'strategic role' in the organizational chart
- Stats: covered vs. uncovered, validated successors
- 3 levels of confidentiality
Readiness, validation status, and expression of external need
Each potential successor has a readiness level (now, soon, later) and a status (proposed, validated, rejected). Current incumbent's profile with seniority and retirement risk. For needs not covered internally: direct link to a recruitment campaign.
- Readiness: now / soon / later
- Status: proposed / validated / rejected
- External Recruitment Campaign Link
AI Suggestions, Training, and Preparation Monitoring
Personalized support plans to prepare each successor: AI suggestions, training paths, mentoring, and cross-functional assignments. Progress tracking, linked to assessments and LMS paths.
- AI development suggestions
- Training and Assessments Link
- Successor progress tracking
Everything you need to pilot your Inheritance
Strategic positions
Flags in the organizational chart, dashboard with coverage, uncovered alerts, and filters by department and confidentiality.
Holder and Risk
Current incumbent's profile with seniority, tenure, and retirement risk. Impact of an unanticipated departure.
Successor Candidates
Readiness (now/soon/later), status (proposed/validated/rejected), match score, and key skills.
Support plans
AI suggestions, training, mentoring, cross-functional assignments. Monitoring progress towards the target position.
External Statement of Need
If no internal successor: direct link to the creation of an external recruitment campaign.
3 levels of confidentiality
Restricted (direct managers), Management (committee), HR + CEO (strategic). Each plan is visible according to its level.
Results concrete
risk of prolonged vacancy
Anticipating key departures and preparing successors sustainably reduces exposure to organizational gaps.
more successful internal promotions
Structured development paths increase the rate of internal promotions aligned with business needs.
average advance preparation
Teams that formalize succession gain several months to bring the identified successors up to speed.
Why integrate succession planning at the heart of your HRIS?
Based on evaluations
People Reviews and 360° evaluations automatically feed into successors' readiness scores and skill profiles.
Connected to recruitment
When no internal successor is identified, create a recruitment campaign directly from the succession plan.
AI and Privacy
AI development suggestions. 3 levels of confidentiality to protect strategic plans.
Ready to secure the future of your organization?
Schedule a personalized demo and discover how to map critical positions, your successors, and your development plans in Sweeeft.