Cos focus on predictive analytics to plan for critical position vacancies

Succession management receives the third lowest investment among talent management functions, ahead of only workforce planning and career management. Yet, it hails as the single talent process where organisations plan to invest more heavily in the coming year, according to the Brandon Hall Group's 2015 State of Succession Management Study. The study found that a majority of organisations reported that improving the health of their talent pipeline is an essential outcome of their succession management.

But 84 per cent of organisations said they are suffering from a lack of ready leaders. It is no surprise, then, that most organisations plan to increase their investment in succession management over the next 12 months and are investing in sophisticated technologies like predictive analytics.

While a majority of organisations' talent technology is not sophisticated enough to handle predictive capability, early adopters (7 per cent) are paving the way in defining the predictive functionality required and another 20 per cent said they are leveraging the experiences of early adopters to shape their own functional requirements.