Ultimate Software Unveils Succession Management Tool

October 4, 2011 (PLANSPONSOR.com) -  Ultimate Software announced the launch of UltiPro Succession Management. 

According to a news release, this is a new addition to UltiPro’s suite of SaaS features for managing employees from recruitment through retirement.

While UltiPro Succession Management enables companies to build traditional succession plans to manage organizational change, the solution is designed to go beyond this traditional approach. With graphical views into high-potential and high-performing individuals, UltiPro makes succession planning a component of holistic talent management.

Ultimate’s succession management solution is designed to:
•  Engage individuals in their own career development and opportunities;
•  Allow companies the flexibility to develop succession plans for jobs or talent pools as well as individuals; and
•  Manage succession as part of unified talent management—leveraging the relevant HR, payroll, salary, competency, and performance data already stored in UltiPro—to identify potential candidates and analyze succession factors from multiple dimensions

UltiPro Succession Management involves both management and individual contributors in an ongoing, collaborative process. Employees can manage their own talent profile—updating factors that influence succession readiness such as mobility preferences, languages, education, accomplishments, and competencies—to ensure that leadership has an understanding of the talent landscape at their organization. Visible to employees and managers, UltiPro’s employee “talent card” provides a consolidated view of multiple succession-readiness factors, which then can be used in both decision-making and career development processes.

With UltiPro’s succession management capabilities, leaders can create incumbent-specific, position-specific, and pool-based succession plans, as well as traditional plans tied to named individuals. Organizations and teams can also identify if the plan should be shared across the organization or remain private, depending on cultural and role sensitivities. And when an employee is identified as a successor, both managers and HR partners can continue to develop his or her readiness and chart specific progress—plotting a potential career path for the employee and giving leadership an immediate bench-strength view of an individual’s next steps in career development. Managers can also identify possible successors to positions as well as spot and correct potential gaps that may interrupt business performance.