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Thanks for raising this important issue. You may consider following points :
1. First identify the critical positions for which successors are required
2. For each position identify the appropriate successors. You can use a competency matrix and use the factors like, educational qualification, experience , JD etc.
3. After identifying the appropriate successors look for the suitable time like when the someone goes on leaves you can give the responsibilities to successors and observe his performance and can decided whether he is appropriate for that position or not.
Avez-vous besoin d'aide pour créer un CV ayant les mots-clés recherchés par les employeurs?
