Importance of individual performance in succession

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The structuring of the individual development plan as well as the succession plan are extremely important for the motivation of professionals within organizations. In addition, such projects allow an immeasurable gain in terms of preparing companies for unexpected moves of professionals, especially in the most strategic positions. It also contributes to productivity, as the gradual development will allow you to apply your knowledge and skills more effectively in your current roles.

When we talk about individual development, we are referring directly to self-knowledge, the professional's understanding of their skills, and where and how they can contribute to the organization. In most cases, the professional does not have the opportunity to evolve because he does not know and understand some points necessary for evolution, or even because he does not use the best in areas that are more consistent with his profile.

When the company has a performance evaluation and structured feedback routines, counting on behavioral mappings, competencies, among other tools that can contribute to self-knowledge and the definition of actions aimed at this process, the employee can see the concern and the “bet ” on the part of the company in contributing to its professional advancement process.

And when there is a well-defined succession plan, even without access to this type of information, over time the professional is able to see it as a natural process of the company, visualizing the possibilities internally, understanding the investment, and understanding that in cases of movement or new opportunities, it will be able to look inside the house, and in this way professionals will be able to seek further development and work on the issues defined within their Individual Plan.

The profile mapping that is carried out for the elaboration or maintenance of a succession plan, if defined in a coherent way, also allows the company to prepare for cases of internal or external movements and retirement, for example, being able to prepare professionals with greater potential for these chairs.

Carla Chudi is a Corporate Solutions Consultant, with experience in the Human Resources area, working with Recruitment and Selection and Training and Development in national and multinational companies, in the service and industrial segments.

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