Finding successors for important positions is key to the long-term development of any company. Firms with vision are able to provide staff with realistic career paths. All staff want to have a bright future and develop meaningful careers with the company. Promoting staff to key positions is a great way of showing trust and confirmation of their achievements. Classified Post asked management how they search for candidates and successors for key positions.
'Our company is very transparent in career development and advancement opportunities. Key positions are posted in our global intranet so that each colleague is able to access the information. About 80 per cent of our managerial positions have been promoted internally. We identify talent based on individual performance track records, demonstration of Pfizer's core values, leadership ability, working attitudes and passion for long-term career aspirations. The talent management system and tools from our corporate and regional offices are customised to fit local needs. Our management conducts regular talent reviews to discuss the performance and potential of colleagues at different levels to identify talent.'
'We have put much emphasis on talent recruitment and succession planning for leadership positions. To attract and retain talent we offer a comfortable working environment, meaningful development path and competitive rewards for employees. Our managers will look for development opportunities for employees, including training opportunities with Motorola University, which provides various courses to help our employees increase their knowledge. High performers will have opportunities to take on more challenges, such as overseas assignments, and trying out other jobs. Through different kinds of support, we equip our people with the necessary skills to take on leadership positions.'