Find the best Succession Planning Software

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Spidergap is a cloud-based 360 degree feedback tool designed for businesses of all sizes. You can use out-of-the-box templates to start collecting feedback immediately, or you can fully customize your questionnaires to include c...Read more about Spidergap

4.79 (94 reviews)

1 recommendations

Ingentis org.manager

Ingentis org.manager is much more than just an org charting solution. Based on leading HR systems or any other data source, it visualizes organizational structures but also provides people analytics reports. Key metrics can be dis...Read more about Ingentis org.manager

4.74 (46 reviews)


BizMerlinHR is a cloud-based human resource management solution that helps mid to large enterprises manage the entire employee lifecycle, from onboarding to comprehensive employee records to performance management to team retentio...Read more about BizMerlinHR

4.39 (23 reviews)

6 recommendations

Oracle Taleo Cloud

Oracle Taleo Cloud is a cloud-based human resource (HR) management suite suitable for large and midsize businesses in all industries. Key features include candidate management and employee onboarding, especially for high volumes o...Read more about Oracle Taleo Cloud

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UKG Ready

UKG Ready is a flexible and seamless HR solution that provides a connected people experience to easily manage the entire employee journey, from a single solution. Designed for flexibility and ease of use, UKG Ready combines the po...Read more about UKG Ready

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Workzoom is the all-in-one Workforce, Payroll and Talent solution that consolidates and automates your people management. Bring your whole team together with a centralized hub for accessing personal information, company updates an...Read more about Workzoom

4.40 (5 reviews)

24 recommendations

Trakstar Perform

Learn how leading mid size companies use Trakstar to quantify the soft side of HR. Uncover better prospects, train top performers, reduce employee turnover. Connect hiring, performance and learning to develop an engaged and produc...Read more about Trakstar Perform

4.44 (285 reviews)

5 recommendations

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Saba Cloud

Saba Cloud provides companies across the globe with a cloud-based learning and talent management application designed to drive employee engagement, elevate skills and improve business productivity. Saba Cloud provides traditi...Read more about Saba Cloud

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4.10 (5 reviews)


SutiHR is a cloud-based suite of human resources (HR) applications that enable companies to manage workforce. Key features include personnel tracking, payroll, time and attendance, performance review, employee self-service and on-...Read more about SutiHR

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Dayforce HCM

Dayforce, provided by Ceridian, is a solution for payroll, benefits, workforce management, human resources, talent management, document management, and analytics. As a single application, Dayforce provides organizations with acces...Read more about Dayforce HCM

4.27 (694 reviews)

15 recommendations

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Grapevine Evaluations

Grapevine Evaluations is an integrated cloud-based competency management and performance review solution that helps human resource departments in businesses across various industry verticals to monitor perfromance of their employe...Read more about Grapevine Evaluations

4.60 (20 reviews)


Our goal is to free HR professionals like you from restrictive technology. Why? So you can focus on what really matters – developing your people. Every day, our customers use Sympa’s complete, global core HR solution to make the d...Read more about Sympa

4.44 (17 reviews)


Sprigg Performance Management is a cloud-based human resource solution for small and midsize companies. It caters to insurance, banking, hospitality and manufacturing industries. Primary features include goal management, performan...Read more about Sprigg

4.40 (40 reviews)

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Built for Teams

With functionality for employee recordkeeping, PTO tracking, recruiting, and more, Built for Teams offers a web-based HR platform that is ideal for small to mid-sized companies in the U.S. Along with detailed digital records ...Read more about Built for Teams

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SkillsDB is a hub for employee success. It is the fastest, smartest and easiest path to competency-based talent management. Now, you can have data-backed insight into how your employees are performing, organizational strengths/wea...Read more about SkillsDB

4.64 (11 reviews)


Lattice is a cloud-based performance management solution for HR professionals across multiple industries. Businesses and enterprise-level corporations can customize the solution to suit their requirements. Core functionalities inc...Read more about Lattice

4.53 (99 reviews)

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Sage People

Sage People is an extensible, configurable and flexible global cloud HR and People solution, that empowers HR to lead change. Built on Salesforce, Sage People enables business to flow by being inclusive, agile and resilient, desig...Read more about Sage People

4.30 (20 reviews)

2 recommendations

Saba TalentSpace

Saba TalentSpace is a talent development solution suitable for small and midsize businesses. The integrated suite offers comprehensive tools for learning and development, recognition, coaching and feedback. TalentSpace offers...Read more about Saba TalentSpace

4.36 (95 reviews)

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LightWork Performance Management

LightWork Performance Management is a web-based employee performance management system designed to help organizations with employee performance tracking and goal setting. LightWork integrates with all Human Resources systems and i...Read more about LightWork Performance Management

4.33 (6 reviews)

Buyers Guide

Last Updated: November 22, 2022

No business wants to lose its best employees. When employees retire or quit, it creates a workflow imbalance, resulting in lower productivity until their replacement is found. While this may not impact large businesses as much, small businesses like yours bear the brunt of it the most.

For that reason, you need to plan ahead to minimize this productivity loss and ensure stability in the structure and processes, despite attrition. You can do this by identifying valuable skill sets or potential in the current workforce to replace outgoing employees.

The process of identifying, nurturing and retaining employees for future roles is known as succession planning.

With the help of a succession planning tool, HR teams can aggregate vital data about employee performance, potential and development. This data can help them make decisions about how to replace outgoing executives and high-value employees.

But it's not always easy to find the right succession planning software on your own. You need a detailed understanding of the software features. Fully realizing the benefits of these features will help you purchase the right software. This guide will help you understand succession planning software, its features and benefits.

Here's what we'll cover:

What Is Succession Planning Software?
Common Features of Succession Planning Software
What Type of Buyer Are You?
Benefits of Succession Planning Software
Key Considerations

What Is Succession Planning Software?

Succession planning software helps HR managers make decisions about how to replace employees who are retiring or resigning. For business continuity, it's crucial to fill these employment gaps as quickly as possible.


The software helps in the following ways:

  • Defines the competencies required to undertake the required roles.
  • Identifies employees who have the potential to fill a given role.
  • Assesses employees against set criteria.
  • Trains employees to move into new roles by primarily leveraging the right experiences.
  • Builds a database that can be used to make future staffing decisions for key roles.

succession planning in employeeconnect

Succession planning in EmployeeConnect (Source)

Common Features of Succession Planning Software

In this section, we cover the key software features that a buyer should be aware of before they purchase a solution. Most small businesses will need some (or all) of these features in their succession planning software:

Competency modelling Provides a framework of the skills, knowledge, ethics and values that are required for different departments and functional areas.
Talent pools Uses a talent database to help users locate the desired and most suitable talent for given roles. The feature lists the employees according to their capabilities and competency levels.
Goal management Allows users to create and assign employee goals that are aligned with the larger business objectives. Managers can track the status of employee goals and provide their feedback in real time.
360-degree feedback Lets you collect employee performance feedback from peers, supervisors, line managers and other stakeholders, and store it in a centralized database.
Reporting and analytics Helps users create employee performance reports based on the 360-degree feedback. These reports can help you identify performance trends, list the issues and make decisions regarding workforce planning.
Training management Lets users evaluate employee feedback evaluation reports to identify employees' key strengths and weaknesses. Based on these reports, managers can develop personalized training development plans for their employees.

What Type of Buyer Are You?

Before you start shortlisting vendor options for succession planning software, you need to understand your buyer type. This will help you analyze your requirements and prioritize software features into "must-have" and "optional" for your business.

This section breaks down the most common buyer types. Here are the two main categories of buyers:

Small and midsize businesses (SMBs): They typically operate with a few resources and employees on tight budgets. Succession planning software can help them better manage their resources and employees, avoid disruptions in the workflow and sustain the business for a longer duration of time. The main features that these buyers need in a succession planning tool are goal management, talent pool and training management.

Large businesses: They operate in a complex hierarchy, with employees spread across different locations. Large businesses significantly benefit from a talented workforce that is keen to take on leadership roles in the future. They need a comprehensive approach to ensure that future leaders have the essential industry expertise. Succession planning software should help their talent climb up the career ladder. The primary features they will need are competency modelling and training management.

Benefits of Succession Planning Software

Here are some of the benefits of using succession planning tools in your business:

Centralized database to store, track employee data: Storing employee data in a central database allows HR managers to view, edit or update employee information easily. It also lets them pull talent metrics from the database for different jobs and filter employees based on location, skills, role and other criteria.

Periodic performance evaluations: Succession planning software allows HR managers to evaluate employees on a regular basis (weekly, monthly or yearly). The feedback helps managers identify the top talent in the organization.

Identification of skill gaps: By mapping employee skills to desired competencies, HR managers can identify employees' key strengths and weaknesses. They can then provide leadership training to the top performers and personalized training or individual development plans for those who lack the desired skills.

Business continuity: Irrespective of their size or industry, all businesses need succession plans to prepare for sudden resignations and terminations. Thirty-five percent of businesses have a structured succession planning process and 34 percent verified that their succession planning was highly effective. The top reasons to implement succession planning in their business are to identify and prepare future leaders (89 percent) and ensure business continuity (72 percent).

Key Considerations

Picture this: You find a succession planning solution that has all the relevant features, but lacks the option for integration. This could hamper your business in the future. Unfortunately, such instances aren't uncommon and require a thorough check before purchasing a solution. Here are some things you should keep in mind:

Support services: Before you start assessing succession planning tools, consider your employees and the type of support (email, phone or chat) they would prefer. In case, a support option isn't available, check if the vendor provides support forums and discussion boards to help employees resolve their queries.

Speed of implementation: The implementation time will depend on the type of software you choose—an integrated system or standalone software. Integrated tools require a significant investment of time and resources compared with standalone ones. Check with the vendor about the time it'll take to implement the tool and train users.

Data transfer services: When migrating from a legacy system, businesses need to transfer the data to the new system. Most vendors include a data transfer option in the software license cost, while others charge extra for it. If data transfer services aren't included, you may need to hire a third party, which would further increase your budget.

Scalability: Choose a tool that is scalable in terms of the number of licenses or users. This will help you prepare for future growth as you will be able to add new users as and when needed. You should also ensure that there aren't any hidden costs or fees before you purchase a solution.