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How are companies facilitating succession planning conversations?

in Career and Succession

Does anyone have any best practices to share on how your company is using Oracle "Succession Plans" functionality within the context of an actual succession planning conversation?

Are your HR Business Partners and leaders having a conversation first and then the HR Business Partner updates the Oracle succession plan after?

Are they looking at the Succession Organizational Chart during the conversation?

Are the succession plans added to the Talent Review meetings and discussed within the context of a talent review meeting (versus a standalone succession plan conversation)?

Are the HR Business Partners using any company-specific (custom) Oracle OTBI/BI Publisher reports to facilitate conversations? If yes, how are the reports structured?

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