Anticipate the future of your organization.
Identify critical roles, map potential successors, and structure your succession plans to ensure your organization's continuity.
An unanticipated departure from a key role can paralyze a team for months.
Yet 60% of companies have no formal succession plan. Know-how leaves with the employee.
From the org chart, identify and flag critical roles
Strategic roles are flagged directly in the org chart. Dashboard with stats: strategic roles, filled seats, covered vs. uncovered, validated successors. Alerts: uncovered roles, validation pending. Filters by department and confidentiality level (restricted, management, HR + CEO).
- Flag 'strategic role' in the org chart
- Stats: covered vs. uncovered, validated successors
- 3 confidentiality levels
Readiness, approval status, and external need expression
Each potential successor has a readiness level (now, soon, later) and a status (proposed, approved, rejected). Profile of the current role holder with seniority and retirement risk. For needs not covered internally: direct link to a recruitment campaign.
- Readiness: now / soon / later
- Status: proposed / approved / rejected
- Recruitment campaign link for external need
AI suggestions, training, and readiness tracking
Personalized support plans to prepare each successor: AI suggestions, training paths, mentoring, and cross-functional assignments. Progress tracking and connection to assessments and LMS journeys.
- AI development suggestions
- Link between training and assessments
- Successor progress tracking
Everything you need to manage your succession
Strategic roles
Flag in the organization chart, dashboard with coverage, uncovered alerts, and filters by department and confidentiality.
Role holder and risk
Profile of the current role holder with seniority, tenure, and retirement risk. Impact of an unanticipated departure.
Successor candidates
Readiness (now/soon/later), status (proposed/approved/rejected), match score, and key skills.
Support plans
AI suggestions, training, mentoring, cross-functional assignments. Tracking progress toward the target role.
External need expression
If no internal successor exists: direct link to creating an external recruitment campaign.
3 levels of confidentiality
Restricted (direct managers), Leadership (committee), HR + CEO (strategic). Each plan is visible according to its level.
Results concrete
risk of prolonged vacancy
Anticipating key departures and preparing successors permanently reduces exposure to organizational gaps.
more successful internal promotions
Structured development paths increase the rate of internal promotions aligned with business needs.
of early preparation on average
Teams that formalize succession gain several months to build the skills of identified successors.
Why bring succession management into the core of your HRIS?
Based on assessments
People Reviews and 360° assessments automatically feed successors' readiness scores and skills profiles.
Connected to recruiting
When no internal successor is identified, create a recruitment campaign directly from the succession plan.
AI and confidentiality
AI development suggestions. 3 confidentiality levels to protect strategic plans.
Ready to secure the future of your organization?
Book a personalized demo and discover how to map critical roles, your successors, and your development plans in Sweeeft.