Entdecke
Prozessworkshops, Datenprüfungen und eine Passungslücke im Vergleich zum Standardprodukt.
Phase 2 · Bewertung
HumanResourcesFlow 365 · Succession
Succession planning on Dynamics 365
From critical roles and talent pools to ready successors and development actions, with confidential access.
What it adds
HumanResourcesFlow 365 Succession Planning extends the standard Dynamics 365 HR employee record with critical roles, talent pools and succession plans. Successors are assessed on performance, potential and readiness and plotted on a nine-box talent matrix, and gaps against the role become development actions that connect to Performance and Learning. Nominations go through workflow approval, succession data is restricted to authorised people and audited, and managers and employees have their own self-service views. Talent Management Professional, People Manager and Executive profiles come with their own role centres.
Critical roles
Critical roles are defined by criteria such as business impact, scarcity of skills and replacement cost, and are mapped to job profiles, competencies, certifications and experience.
Talent pools
Static or rules-based talent pools are filtered by employee data, performance ratings and skill tags, for example high-potential leaders or emerging sales executives.
Succession plans and bench strength
Each critical position has one or more potential successors, with bench-strength indicators that show where there is coverage and where there is none.
Performance, potential and readiness
Successors are rated on performance, potential and readiness (ready now, ready in one to two years, ready in three or more) and plotted on a nine-box talent matrix.
Development actions
Gaps between the role and the candidate become individual development plans, with mentors or sponsors assigned and progress tracked.
Performance and Learning connected
Gap assessments and check-ins link to Performance, and courses, certification paths and learning tracks are recommended from Learning.
Approval by workflow
Successor nominations go through workflow, for example manager, then HR, then an executive approver.
Confidential by design
Succession data is visible only to authorised HR and line managers, and changes to talent pools, ratings and replacement notes are audit logged.
Manager and employee self-service
Managers see their team's nine-box grids, review flight risk and nominate successors. Employees see their own development plan, record career aspirations and update their skills.
Reports and dashboards
Bench strength, diversity in the succession pipeline, retention risk of critical successors and time to fill critical roles are reported.
How succession flows through HumanResourcesFlow 365
From a critical role to a ready successor and a development plan, with confidential access throughout.
Start Critical role identified
- HR Define critical roles Critical roles are defined by criteria and mapped to job profiles, competencies and requirements.
- HR Build talent pools Talent pools are filtered by performance ratings, skill tags and employee data.
- Manager Assess successors Successors are rated on performance, potential and readiness and plotted on the nine-box matrix.
- Gutachter Approve nominations Successor nominations go through workflow approval, and succession data stays restricted and audited. Kontrollpunkt
- Mitarbeiter und Manager Develop Gaps become development plans, linked to Performance and Learning, with mentors or sponsors assigned.
- HR and executives Bericht Bench strength, pipeline diversity, retention risk and time to fill are reported.
Result Ready successors and a development plan
Häufig gestellte Fragen
Who can see succession data?
Succession data is visible only to authorised HR business partners and line managers. Changes to talent pools, ratings and replacement notes are audit logged.
How are successors assessed?
On performance, potential and readiness, plotted on a nine-box talent matrix.
Do nominations need approval?
Yes. Successor nominations go through workflow approval, for example manager, then HR, then an executive.
How do gaps get closed?
Gaps against the role become development plans, connected to Performance and Learning, with mentors or sponsors assigned.
Wie ein Gefecht verläuft
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Es beginnt mit einer 45-minütigen Beratung, gefolgt von einem Discovery- und Fit-Gap-Workshop zu Ihren eigenen Prozessen. Sie erhalten eine schriftliche Fit-Gap und einen gestaffelten Plan, bevor ein Programm vereinbart wird. Es folgen vier Phasen, jede mit etwas, das Sie verwenden und überprüfen können.
Konstruktion
Lösungsplan, Integrationskarte und die Erweiterungen, die wir tatsächlich brauchen werden.
Einsatz
Konfiguration, Migrationsproben, rollenbasierte Schulungen, UAT und phasenweise Umschaltung.
Unterstützung
Hypercare, Managed Services, Kundenportal, geplante Optimierungsbewertungen.
Was die Kosten antreibt: Nutzer, juristische Personen und Währungen, Integrationen, Datenmigration und die Lücken im Vergleich zum Standard. Sehen Sie , wie die Preisgestaltung funktioniert, führen Sie den Drei-Minuten-Readiness Score durch oder vereinbaren Sie eine Beratung.