A Succession Planning Module For Talent Optimisation

INTRODUCTION

Talent management and development is not the domain for only the select few climbing the ladder to the C-Suite. Leading organizations commit to the identification, nurturing, development and support of talent across their entire organization. This is why we created the Talent Optimisation Platform (TOP). This was designed to be holistic talent management for the whole organisation.

In doing this, we developed 4 modules in the release roadmap for TOP:

  • The Academy module was the first to be design. This enables users to create personalised and targeted career development plans, define technical & leadership capabilities across all roles within an organisation, and maximise learning agility through guided coaching, mentoring and access to best practice documentation.
  • The Succession Planning module introduces AI driving proactive matching of vacancies with internal talent. Aiming to dramatically improve employee satisfaction and retention, this module will reduce recruitment costs and risk of failed recruitment with all positions being optimised internally.
  • ┬áIf the user cannot fill a position using the Succession Planning Module, we then allow them to use the Acquisitions module. Integrated with strategic recruitment partners to attract the best candidates, the hiring manager can reduce recruitment costs and optimise the candidates experience.
  • The Enterprise Talent Map module encompasses comprehensive succession planning at all levels. It allows AI driven insights for incumbent risk and presentation of best fit candidates against different time frames.

This case study follows the path I took in creating Succession Planning.

ROLE

Head of UX/UI

Lead a team of designers on this project, starting with UX discovery, through to wireframes and finally into high fidelity prototypes.

Discover

This is the second module I have created for the Talent Optimisation Platform. After working through Academy, I’d managed to develop a strong style to follow throughout this module so most of the discovery was about what information we would provide the user.

Through stakeholder meetings, I gathered that there were a few areas of focus here, including the ability to see key role succession, organisation charts, succession profiles for both roles and individuals and finally the ability for users to complete succession evaluations to help score there changes of leaving, being promoted or exiting the company.

Production Ready Hi-Fidelity Design

Finally, once the lo-fi’s had been tested and internally approved, we knew the UX was right. This being the case, meant I could apply the design system styling to the design and work on the UI.