The Saudi Electricity Company (SEC) is accelerating readiness of its key talent pools through adopting a data-driven succession planning approach. By understanding strength and gap areas, unique development needs, engagement drivers and approaches, tailored support can be provided to these high potential (HIPO) leaders of the future.
Succession Planning requires a bottom up approach. Relating key competencies to the SEC business strategy and ensuring sustainability in the available bench strength within the emerging middle – and executive management levels.
fitt was deployed in two key contexts: Firstly, for a group of leaders at the middle management level, providing analytics of this strategic talent pool as relates mobility into more complex roles. Secondly, with the emerging executive leadership cohort, assessing and developing these individuals in transitioning from tactical into strategic leadership. Combined with synchronous Talent Centres, a hybrid assessment and development approach was followed.
To provide a front-to-end data management approach, tailored Succession Planning software was developed for SEC by the fitt development team, with the view of utilizing an integrated system for talent reviews and long term developmental planning.
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