← HR Metrics·Workforce Planning
Succession Readiness
Percentage of successors rated as ready-now
How it’s computed
COUNT(ready_now) / COUNT(identified_successors)
What the evidence shows
Evidence (effect sizes, priors, validity) is syncing from Principia.
What this metric can show you
Succession Readiness can tell roughly 25 pre-built stories — each a designed scene the data either confirms or it doesn’t. Bring your numbers and the Story Finder runs every one of these shapes against them.
specific to workforce planning
{mover} is becoming a bigger share of who you are
workforce-composition · T1
{mover} is fading from the mix
workforce-composition · T1
One unit is over-managed
workforce-composition · T1
Retention is working
retention · T1
Spans are stretched thin in one corner
workforce-composition · T1
The mix is holding steady
workforce-composition · T1
The organization you have isn't the one you had
workforce-composition · T1
universal shapes — any single metric can take these
A few large values are doing the talking
any focus · T1
A one-time event, not a trend
any focus · T1
It doesn't track — the premise is false
any focus · T1
It's concentrated — one group stands apart
any focus · T1
Scenes are pre-built; your data is the toggle. Browse the full deck or watch one play end-to-end in The Quiet Exodus.
Run it on your data
This metric is computed in the People Analytics Toolbox on your own numbers. See pricing — posted, no quotes.
sources: toolbox:metrics-catalog
What the literature says
The measurement literature behind this signal — sourced, so you can defend it.
“What impact does engagement scores have on accident rates? 9.2) Predictive Human Capital Measures According to Dr. Jac Fitz-Enc, these predictive Human Capital Measures are valid, based on his experience working with different organizations (1) : Professional and Managerial…”
— People Analytics Text Mining with Rmatch 51%
“So how can boards prepare for the future if they are not even discussing succession planning in the present? The Succession-Planning ProcessThere comes an essential point when a decision has to be made as to the CEO successor. The succession-planning process aims to groom…”
— The Compensation Handbook (6th ed.)match 46%
“Jac Fitz-Enz, these predictive Human Capital Measures are valid, based on his experience working with different organizations (1) : Professional and Managerial Ratio : The higher the number of Professional and Managerial Ratio as a percentage of the total full-time equivalent…”
— Predictive HR Analyticsmatch 46%
Resources: People Analytics Text Mining with R · The Compensation Handbook (6th ed.) · Predictive HR Analytics