Succession Management in the Organizational Chart
View your company’s structure with successors already mapped by readiness level for each position, all within the organizational chart, without having to move from one screen to another.
Through the organizational chart, you can indicate successors and define each person’s readiness timeframe without having to switch between screens or reports.
Employees indicated as successors during evaluation cycles are automatically added to the organizational chart, keeping the mapping always updated and integrated.
Analyze by employee, by position, or through the organizational chart, with filters, evaluation scores, and talent matrix placement available in each view.
Strategic position management
Define the positions critical to the company's future and plan for succession to ensure business continuity. Having a well-structured succession plan helps prevent gaps in the internal structure and ensures that the organization can continue to function, even during periods of change.
Develop your talents
Succession planning is also an opportunity to develop internal talent. By identifying potential successors and providing them with training and growth opportunities, the company can cultivate qualified and more motivated employees while ensuring their retention within the organization.
Other Succession Module Features
-
Definition of readiness deadlines for succession in positions
-
Definition of key talents and employees of the business
-
Identification of successors based on performance evaluation results
-
Definition of critical positions by business impact and hiring difficulty
-
View of who holds the positions and successors by readiness time
-
View of the number of critical positions filled and vacant
-
Access to employees' resumes through the succession screen
-
Definition of more than one succession per employee
Integrations
Elofy connects with the tools your company already uses through native integrations, an open API, and SSO.
