Talent management and succession planning

By implementing an effective succession planning process, you can precisely identify critical positions within your organization and develop possible successors in an appropriate and planned manner.
Systematic career development keeps the motivation of your talent on high levels and aids in the retention of the organization's best employees.

High-performing employees are less likely to leave.

Appropriate succession planning minimizes the risk of losing your top employees. If you provide them with suitable career development, you will significantly increase their dedication and loyalty. As a result, the positive employer brand is boosted.

Cost savings associated with maintaining an adequate personnel structure.

Internal talent that leaves after gaining skills indicates a permanent loss of financial investment in their development. Retention of the organization's greatest staff is typically less expensive than recruiting and onboarding new employees.

Increased personal efficiency

Personal development programs designed specifically for colleagues help them to reach their maximum potential, which directly improves their performance. With the right career development, colleagues are more agile in resolving job challenges and coming up with new ideas.

Less disruption of business operations

Appropriate succession planning enhances the pool of skilled employees that are able to fill critical positions in your company. This allows you to quickly fill in gaps caused by unexpected absences and to significantly lessen the disruptions to your business.

Do you want to accomplish the following objectives?

Align HR planning with the company's overall strategy and desired business transformation.


Promptly identify and fill potential staffing gaps in critical positions.


Using objective assessment in order to evaluate the potential of your talents in a comprehensive manner.


Ensure that employees' competencies and potential are developed in a cost-effective manner.


Expand the pool of potential candidates for critical managerial and professional positions.


Assuring qualified successors on time, especially in case of unexpected events.


What do we have to offer?

A comprehensive process for identifying critical positions


A well-managed method for identifying talent and possible successors.


An objective assessment of competencies and personal potential using the DNLA system.


Individual development strategies to fill identified competencies gaps.


Accurate assessment of the capabilities of your talent for taking over the critical positions in the company.


An operational succession pyramid for critical business positions.


Managing talent and their careers

Today's business world is becoming extremely complex. We have to accept rapid and radical changes in our business. Even when it comes to attracting talented individuals, the business environment is tough, and the battle for talent is becoming increasingly competitive. This is why recognizing and managing talent and their careers is becoming extremely important.

Succession planning

Each organization must preserve its business resiliency, growth capacity, innovative spirit, and competitive corporate culture. No success lasts permanently. This is why organizations today struggle to keep up with constantly changing demands for knowledge, skills, and experience, particularly in demanding / critical work positions. As a result, succession planning for critical business positions is becoming an extremely important part of making sure your organization stays competitive.

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