Using Assessment for Succession Planning In the United States, assessment processes are often used to determine which individuals have the capability to grow into new, more challenging leadership...

Ruining Head: USING ASSESSMENT FOR SUCCESSION PLANNING            1
USING ASSESSMENT FOR SUCCESSION PLANNING                     12
USING ASSESSMENT FOR SUCCESSION PLANNING
Table of Contents
Introduction    3
a. Challenges and Factors to Identify Potential Candidates for Promotion    3
Inherent Challenges to Promote an Employee    3
Factors Associating for Internal Promotion and Identify Potential Leaders    4
b. Fundamentals to Use Succession Planning    6
c. Different Assessments of Succession Planning    7
d. Best Practices of Succession Planning    8
Conclusion    9
References    11
Introduction
Promotion is a pervasive thing in an organization and the best suitable people always have chosen to give the hype, but there are some challenges associated with this internal promotion. Companies have to eliminate these challenges. Still, if the company would recruit the senior employees for these positions with challenges, then the quality of the work will decrease.
a. Challenges and Factors to Identify Potential Candidates for Promotion
Inherent Challenges to Promote an Employee
Some of the challenges to promote an employee are-
· Many times, there are some employees who think that they are capable of getting the promotion, but they do not get this. Therefore, they would try to spoil the employees, who already are promoted.
· There are so many companies, which have so many branches in different locations. Hence, the relocation cost of an internal employee who will be promoted in a higher position is relatively high, which is a challenge for the company. The company should recruit a candidate for that particular position from outside (Syssoev, Iudin, Bulatov & Rakov, 2020).
· Sometimes the employees who recently got the position would have the worst feeling. They would like to more substantial their part by eliminating their competition. 
· Seniority is also a challenge in the internal promotion of an organization because there are some particular positions in an organization, which demands only the senior employees.
· When a company requires the experience and the contract for some new locations, then the internal promotion is not the right decision for an organization. The company should hire for these positions from outside only.
· One big challenge is involved with the internal promotion that a single promotion would introduce the multiple promotions like a series of promotions because the employee who has been promoted to a higher position, which vacant the previous part of that employee. Many times, the companies also have to arrange some training program to teach how to do the work in this new position.
· There are many companies where the managers have the veto power to choose the right employee who should be promoted in new positions. Therefore, partiality occurs at many times by applying this process to select the right candidate for the right place because the neutral judgment relatively less happens.
· The frustration can occur within the team if the internal promotion would not go through the different psychometric analysis.
· Sometimes the internal employees are not used to give the interviews frequently and their resumes have not been updated for a long time. Hence, it has been seen that the external employees are much more suitable than the internal employees are, for some positions.
Factors Associating for Internal Promotion and Identify Potential Leaders
There are some factors, which are associating in this internal promotion system and identifying the potential leader within the organization, which are-
· To use the right assessment tool
To choose the future leader for the company is a challenging task and it is tough to choose the perfect assessment tool to select future leaders from the internal position of a company. The management should decide what skills, characteristic and success factors are required, which have to be present in the future leaders of the company. There are also some assessments.
These help to identify and analyze the previous and present behavior of the employee on the job. The characteristic of a particular employee and the...