Based on an organisation' strategy, it can be deduced which qualities, roles and skills are needed to realise certain goals. Controlling, planning and managing those qualities, roles and skills, including consolidating the filling of key positions, is the essence of the General Review.
The General Review can consist of the following components:
Perspective on people
This involves gaining an in-depth understanding of key positions and the people in those positions. The General Review gives you a perspective on how people are currently performing and functioning, linked to the potential of a specific target group of managers. The result is a shared insight into the strengths, development areas and deployability of that group of managers for the future.
Succession planning
Guaranteeing successors to key positions in the organisation. Succession planning is a theme that is currently being paid a good deal of attention by Boards of Management and Supervisory Boards. Being ready for new positions, knowing what the critical positions are and on which level they must be organised. The succession planning provides a fast and accurate picture of where positions are well covered and where the risks are located. And also manages development activities for high potentials in order to speed up or increase their deployability.
Qualitative analyses
This type of analysis is based not on positions and individuals but on the organisation's knowledge, responsibilities and competencies. The qualitative analysis focuses on the occurrence, continuity and quality of the performance of certain tasks and services that are important to the organisation, such as R&D management, strategy formulation, lobbying the government, etc. Who is doing that now and who can grow into it?
Results of the General Review
A General Review can produce the following results and insights for the organisation:
- Analysis of the presence of talents
- Information for a reorganisation and other deployment of people
- Perspective on qualities that are lacking
- Improvement in the retention of good people
- Focus and specific investment in education and training
- Accelerating developments and better performance of the organisation
- Understanding, control and quality of selection processes.
