Best Succession Planning Software - Page 4

Leadership by STRASYS

Know who is ready for which role, and why. Most development plans are written once, by one person, and do not survive the year. Leadership turns the whole cycle into a system: what each role needs, where each person really is, which training fits, and whether it worked. 30-day free trial with every feature, no credit card required. WHY HR TEAMS SWITCH • Fair reviews: the employee and the line manager rate independently, then HR calibrates. • Training matched to each person's measured level, competency by competency. • Succession you can defend: readiness uses calibrated levels first. • Ten cycles side by side; leavers stay on record. DEFINE WHAT THE ROLE NEEDS Map job titles to tiers and set how much each title needs each competency: Essential, Important or Supportive. Competencies come with definitions; edit them or add your own. TWO RATERS, NOT ONE An assessment round sends each person two single-use links: one for themselves, one for their line manager. Both rate the same competencies Basic, Advanced or Expert without seeing each other's answers. HR DECIDES, THE RECORD IS KEPT Calibration shows both readings side by side: take either level, the average, or set your own. Calibrating locks the record; raw answers are never overwritten. TRAINING FROM THE ASSESSMENT A locked record creates that person's development plan from your training catalogue, with provider, hours and cost per competency and level. Track each item as Assigned, Completed or Excluded, with a certificate link. Line managers update their own team's training through a link, without an account. Short budget? Training Investment shares it by the rule you choose (fair share, critical need first or most trainings) and downloads the plan as an Excel file. SUCCESSION FROM REAL DATA Every role has four succession places: Ready now, Acting backfill, Developing and Emerging. Readiness compares each candidate's levels with the role's targets. An overview shows bench health and coverage, names the biggest risk and the best candidate, and estimates the training hours and cost to close the gap. SEE THE WHOLE ORGANISATION Competency Intelligence shows the Basic, Advanced and Expert distribution, a radar, a department breakdown and gaps, largest first. Analytics lists every employee with status, progress, training hours and estimated cost. Tools: Competency Radar, Competency Insight, 9-Box Grid, Training Investment, Development ROI, Employee Comparison, Performance Trend, Meeting Cost, SMART Goal Builder, Fiscal Year Report, Audit Trail and Export Center. PDF reports carry your company name and logo; one organisation currency is used for all amounts. YEAR OVER YEAR Closing a cycle freezes a snapshot. Performance Trend compares up to ten closed cycles. People who leave are marked, not deleted; Leavers & Leaders shows reasons and team growth per leader. The audit trail records every change and who made it. WHAT THIS IS NOT Not a personality or psychometric test: observed workplace competencies are rated on a three-point scale. SECURITY AND PRIVACY Each organisation's data is kept separate, on Google Cloud (Firebase) in the EU (europe-west1), with App Check on every request from the app. Export your data or delete your account inside the app at any time; consent records are kept as legal proof. GDPR, KVKK and PDPA aligned. Available on iPhone and iPad (App Store), Android (Google Play), Windows (Microsoft Store) and the web. Pricing: 30-day free trial. Executive (USD): Google Play $7.99 per month or $59.99 per year; App Store $9.99 per month or $76.99 per year. Local prices vary by country.

Maus

Strategic Planning and execution that multiplies business value. Maus is an all-in-one platform for strategic, financial, and exit planning that turns big ideas into action. In one easy-to-use platform, you can plan, implement, measure and grow your business. It’s not enough to simply create a plan. With Maus, you can turn your strategy into the roadmap for success while aligning with your financial and business value goals

Average Rating: 4.8/5.0

Total Reviews: 4

RADIUS Server - Wireless Authentication NPS on Windows 2016

The RADIUS Server - Wireless Authentication NPS on Windows 2016 is a pre-configured solution designed to facilitate secure wireless network authentication using Microsoft's Network Policy Server (NPS on Windows Server 2016. This setup enables organizations to implement robust authentication protocols, ensuring that only authorized users and devices can access their wireless networks. Key Features and Functionality: - Active Directory Integration: Utilizes Active Directory or local security accounts for user authentication, streamlining access control within existing organizational structures. - Network Access Control: Allows or denies connections to specific wireless networks based on network type and Service Set Identifier (SSID, providing granular control over network access. - Group-Based Access Policies: Enables connection permissions based on Active Directory group memberships, facilitating tailored access policies for different user groups. - Certificate-Based Authentication: Supports machine certificate authentication using trusted certificates, enhancing security through mutual authentication mechanisms. - IEEE 802.1X Support: Offers built-in support for IEEE 802.1X authenticated wireless access with PEAP-MS-CHAP v2, ensuring compatibility with industry-standard authentication protocols. - Comprehensive Logging: Provides accounting logging capabilities, aiding in monitoring and auditing network access activities. - Scalability: Supports an unlimited number of RADIUS clients (Access Points and remote RADIUS server groups, accommodating growing network infrastructures. - Flexible Client Configuration: Allows configuration of RADIUS clients by specifying IP address ranges, simplifying the management of multiple access points. - Single Sign-On (SSO: Integrates with existing SSO solutions, enhancing user convenience and security. - Standards Compliance: Adheres to the RADIUS standards specified by the Internet Engineering Task Force (IETF in RFCs 2865 and 2866, ensuring interoperability with various network devices. Primary Value and Problem Solved: This solution addresses the critical need for secure and efficient wireless network authentication within organizations. By leveraging NPS on Windows Server 2016, it provides a centralized authentication mechanism that integrates seamlessly with Active Directory, simplifying user management and enforcing consistent access policies. The implementation of certificate-based authentication and support for IEEE 802.1X protocols enhances network security, mitigating risks associated with unauthorized access. Additionally, the scalability and flexibility of the solution make it suitable for organizations of varying sizes, ensuring that as the network grows, the authentication infrastructure can adapt accordingly.

Average Rating: 5.0/5.0

Total Reviews: 1

Role-based Talent Assessment

Role-based talent assessment (RBA) identifies and organizes how people interact in teams. When people unite around a shared purpose, powerful momentum develops. The group members experience a deep-seated drive to contribute, whether it's strategizing for the future, safeguarding institutional knowledge, or simply ensuring the team's smooth operation. CollabGenius's Role-Based Assessment (RBA) measures this innate "attraction" to fulfilling the group or team's needs. Most people have a specific way they want to serve their team. This is their "Role.” Ten essential Roles must be filled to meet an organization’s needs. A Role describes the whole person and who they are: • What they don’t want to be • What they are willing to be • What do they want to be They include: Founder = Provides the vision for the organization. Vision Mover = Takes the vision into strategic reality. Vision Former Takes the strategy, evaluates it, and makes it into a concrete plan with high standards. Action Mover = Implements the concrete plans and makes them successful. Action Former = Organizes ongoing implementation of the plan and ensures progress. Explorer = Looks ahead, anticipates what the team will need, and brings in even more. Watchdog = Takes resources as they come in, delivers them where they need to go or changes what you have into what you need. Communicator = Creates community by expertly keeping information flowing in, out and around the company. Conductor = The troubleshooter who fixes problems before they grow and strives to make things right - The ability to fix things, not in a mechanical sense but in a conceptual sense. Curator = Repository of the organization’s wisdom and experience. People have been seen as a conglomeration of their skill sets, IQs, and resumes. That's over, and now the valuation of teams as a living entity will surpass the outdated focus on experience—the emphasis on casting a wider net on opportunities. RBA is derived from a set of practical teaming metrics, including: • Role: a person’s affinity for specific modes of service to the needs of a team • Coherence: expressed as positive, flexible, constructive teaming behaviors • Teaming Characteristics: individual styles of responding and relating to others, subject to situational context • Role-respect: the unique manner in which people of different roles experience appreciation and respect • Role-pairing: known, replicable synergies between specific roles • Role-fit: an appropriate match between a person’s role and their assigned set of job responsibilities • Team-fit: structuring a team to include the roles that are best-fit to the team’s mission Role-based language is used in job postings for desired Roles. A Role-based approach and team-building strategy recognize people for “who” they are; without question, this is now!

SHL Talent Management

Sorakan

Sorakan is an Australian capability intelligence platform that maps a team's skills in a living skills matrix, tracks qualifications and compliance, measures gaps against roles and plans succession. Most growing businesses know who they employ and what they pay them, but not what their people can actually do. Sorakan replaces the spreadsheets, certificate folders and guesswork with one current picture of capability that managers can act on. Key features: - Skills matrix: rate every person against every skill on a clear 1 to 5 scale (Awareness to Expert), with views by team, role or skill category and a coverage heatmap. - Gap analysis: each role defines the skills and levels it requires, so gaps are measured against something real, not opinion. - Roles and position descriptions: structured responsibilities, skills and qualifications per role, with a JD Parser that drafts role requirements from an existing position description. - Qualifications and compliance: a qualifications register mapped to the Australian catalogue, certificate expiry alerts, and an organisation-wide roll-up for audits and clients. - Talent grid and succession: a nine-box plotted from capability evidence, promotion readiness and succession planning, with managers in control to adjust and sign off. - Development: development plans, goals, training tracking and 1-on-1 cadence reminders. - Soraku AI assistant: answers plain-English questions about your team using only your own organisation's data. AI suggests, people decide. - Security: access is enforced by row-level security in the database. Managers see only their own reporting line, and private notes stay private. Built for Australian businesses of around 10 to a few hundred people, especially those whose work depends on licensed, ticketed or certified staff. Start with a free 14-day trial of the full Pro plan, no credit card required. Most teams are set up the same afternoon.

SUCCESSIONapp

SuccessionHR

N/A

Successionly

Successionly is a guided, affordable SaaS platform that helps family business owners plan and execute leadership and ownership transitions without the complexity, cost, or cold formality of traditional advisory engagements. A step-by-step intake turns scattered business, ownership, and family details into a live dashboard, an AI-generated set of core documents (buy-sell agreements, succession plans, communication templates), and a Readiness Score that shows owners exactly how prepared they are and what to do next. Unlike advisor-only tools built to maximize a sale, Successionly is family-first: it gives the next generation a transparent view of their path to leadership, keeps family members and stakeholders aligned through a shareable plan, and helps owners arrive advisor-ready on their own terms. With more than 60% of family businesses operating without a succession plan, Successionly makes protecting a legacy something owners can finally start today — built by people who've lived the weight of these decisions firsthand.

Succession Planning

Succession Planning

SuccessionStack

SuccessionStack is a succession planning software, designed for CHRO's and HR leaders for organizations 100-2000 people

TalentProfile

TalentProfile is Peopletree Group's internal talent visibility and career mobility platform. It gives each employee a living, structured profile that captures their experience, qualifications, skills, competencies, achievements and career interests. The profile becomes a practical source of information for the employee, their manager and the HR team, rather than a static CV held in a separate system. Employees maintain their own information and can show the work they have done, the skills they have built and the direction they want their career to take. Managers use this context to prepare more informed career conversations and development plans. HR teams gain a clearer view of the capability, aspirations and internal mobility potential already in the organisation. TalentProfile supports talent reviews, succession planning, internal mobility and workforce planning. It helps leaders look beyond a current job title when considering who could move into a new role, take on broader responsibility or benefit from a targeted development opportunity. It also gives employees greater visibility of the information that shapes career discussions. TalentProfile works alongside existing HR systems and can be deployed as a standalone product using your existing employee data. When connected to TalentPrint, assessment results, 360 feedback scores and competency ratings flow directly into each profile. This brings career information and verified talent data together in one place, reducing manual exports and giving leaders a more complete basis for people decisions.

Talent Successor

talyzr

talyzr connects to your existing HRIS — SAP SuccessFactors, Workday, Buk, Talana, and more — to detect talent risk, map succession coverage, and generate AI-powered action plans. Built for HR leaders and CHROs at mid-market companies. talyzr gives you visibility over critical roles without succession, key talent at flight risk, and skill gaps blocking growth. Not just diagnosis — talyzr generates specific action plans with AI and tracks execution. From risk to plan, in one place. Free 15-day trial.