Scanning Potentials for Succession System
Hello, I am working on our company's succession and development system. As a first step, we have to scan the potentials in the group. So we develop a questionnaire for potential evaluation.
1. For potential scan, do you use some kind of a form in your companies? And which employees do you evaluate? Only 1st and 2nd managers or 360 degree evaluation?
2. In our performance system, we assess both objectives and behavioral competencies, so we get a score with certain percentages for these two elements. What is your approach? Do you think it is a correct approach to assess behavioral competencies in the performance management system? Or should this aspect be evaluated for the potential definition?
I will be glad if you share your different perspectives on scanning for talent and potentials.