Which method can help an organization identify key managerial positions for future staffing?

Succession planning is the method that specifically focuses on identifying and developing internal personnel to fill key managerial positions in the future. It is a proactive strategy that organizations use to ensure that they have a pipeline of qualified candidates who are ready to take on critical roles as they become available due to retirements, turnover, or other transitions.

Through succession planning, organizations assess their current workforce, evaluate the skills and competencies of potential leaders, and create development plans to prepare these individuals for future leadership roles. This ensures that the organization can maintain continuity in leadership and effectively manage transitions without compromising performance.

In contrast, job rotation typically aims at broadening employees' experiences and skills over a variety of functions, which may not specifically target key managerial roles. Workforce analytics provides insights into employee metrics and trends but doesn't inherently focus on identifying specific key positions for future staffing. Employee engagement surveys assess employee morale and satisfaction, which is important for retention but does not directly relate to planning for managerial succession.