|
|
|
| ENCYCLOPEDIA→
Functional Management → -
Human Resources Management → -
Talent Management
→ |
Period of Readiness |
Period of readiness refers to the amount of time left for a candidate in the Talent Development Program to be fully ready for the role that he/she is being groomed for. This varies from individual to individual and the employee with the shortest period of readiness is the best candidate at any given moment.
|
|
Period of readiness refers to the amount of time a potential successor for a key role will take to come into a position whereby he/she is fully ready to assume responsibilities of that role. For example, in the Leadership Team Health Check, the roles which are marked green are the ones where the period of readiness is the shortest viz. upto an year. While the ones marked are the worst off with period of readiness ranging three years or more. The candidate with the shortest period of readiness is the best candidate for succession. The period of readiness depends upon multiple factors including the previous experience of the employee, performance ratings in the Performance Management System, the tenure in the organization, domain expertise, level of developed & demonstrated leadership competencies, willingness & capacity to assume a different role and the progress achieved so far in the Talent Development Program. |
| |
|
|
| |
| |
|
|
|
|
|
|
|
|
|
|
|
|
|
| |
