List of Orgvue Succession Planning Customers
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Since 2010, our global team of researchers has been studying Orgvue Succession Planning customers around the world, aggregating massive amounts of data points that form the basis of our forecast assumptions and perhaps the rise and fall of certain vendors and their products on a quarterly basis.
Each quarter our research team identifies companies that have purchased Orgvue Succession Planning for Succession and Leadership Planning from public (Press Releases, Customer References, Testimonials, Case Studies and Success Stories) and proprietary sources, including the customer size, industry, location, implementation status, partner involvement, LOB Key Stakeholders and related IT decision-makers contact details.
Companies using Orgvue Succession Planning for Succession and Leadership Planning include: Aviva, a United Kingdom based Insurance organisation with 29091 employees and revenues of $53.09 billion, Danone, a France based Consumer Packaged Goods organisation with 89528 employees and revenues of $31.73 billion, The European Broadcasting Union, a Switzerland based Media organisation with 477 employees and revenues of $366.0 million and many others.
Contact us if you need a completed and verified list of companies using Orgvue Succession Planning, including the breakdown by industry (21 Verticals), Geography (Region, Country, State, City), Company Size (Revenue, Employees, Asset) and related IT Decision Makers, Key Stakeholders, business and technology executives responsible for the software purchases.
The Orgvue Succession Planning customer wins are being incorporated in our Enterprise Applications Buyer Insight and Technographics Customer Database which has over 100 data fields that detail company usage of software systems and their digital transformation initiatives. Apps Run The World wants to become your No. 1 technographic data source!
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| Logo | Customer | Industry | Empl. | Revenue | Country | Vendor | Application | Category | When | SI | Insight |
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Aviva | Insurance | 29091 | $53.1B | United Kingdom | Orgvue | Orgvue Succession Planning | Succession and Leadership Planning | 2015 | n/a |
In 2015 Aviva deployed Orgvue Succession Planning to support HR and integration teams during the Friends Life acquisition, using the application to model and operationalize employee placement decisions. The deployment emphasized Succession and Leadership Planning capabilities within Orgvue Succession Planning to structure assessment and selection workflows across the transaction.
The implementation concentrated on assessment, selection and redeployment workflows and leveraged Orgvue’s organizational modeling to map roles and candidate pools across 22 workstreams. Configurations focused on talent assessment records, placement planning and scenario modeling to enable coordinated decisions by HR and integration leads.
Operational scope encompassed Aviva’s HR and integration teams in the United Kingdom, with the system used to coordinate actions across 22 discrete workstreams during post-merger activities. The rollout introduced centralized, auditable placement records and standardized assessment artifacts to align decision making across business functions responsible for talent placement and workforce design.
As reported in the case study the use of Orgvue Succession Planning produced a fast, auditable post-merger integration workflow, enabling HR and integration teams to model, assess and place employees rapidly during the Friends Life integration. The implementation emphasized governance of placement decisions through documented assessment and redeployment processes.
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Danone | Consumer Packaged Goods | 89528 | $31.7B | France | Orgvue | Orgvue Succession Planning | Succession and Leadership Planning | 2024 | n/a |
In 2024, Danone deployed Orgvue Succession Planning as part of a broader Orgvue rollout. The deployment targeted HR, finance and operations to establish an always on approach to organizational design and workforce planning.
Orgvue Succession Planning was configured to support talent pipelines, succession bench modeling, role rationalization workflows and internal redeployment processes consistent with Succession and Leadership Planning functionality. Configuration emphasized scenario modeling, headcount planning and workforce segmentation to improve visibility into internal talent pools and candidate pipelines.
Operational scope included global coverage with a reported focus on France, and the program spanned HR, finance and operations functions to coordinate workforce decision making. The deployment centralized organizational design artifacts and workforce plans, shortening planning cycles and enabling large scale role rationalization and internal redeployment across sites and business units.
Governance shifted to an always on planning cadence with embedded workforce planning workflows and cross functional governance between HR and finance. Reported outcomes included shortened planning cycles, increased internal mobility and improved pipeline visibility.
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The European Broadcasting Union | Media | 477 | $366M | Switzerland | Orgvue | Orgvue Succession Planning | Succession and Leadership Planning | 2016 | n/a |
In 2016, the European Broadcasting Union implemented Orgvue Succession Planning as part of a four year workforce transformation program. Orgvue Succession Planning in the Succession and Leadership Planning category was applied to map competencies, align skills to roles and quantify skills gaps across Europe, supporting HR and talent planning for public service media.
The implementation focused on competency modelling, role mapping, and skills gap analytics within the Orgvue Succession Planning application, configured to capture role definitions and employee skill profiles. Functional capabilities included structured talent pools, succession pipeline views and scenario modelling to inform staffing and development initiatives consistent with Succession and Leadership Planning workflows.
Orgvue Succession Planning operated as the central data layer for competencies and role inventories, establishing a single taxonomy and governance model for skills and roles across the organization and its member entities. The program spanned HR and talent planning functions across EBU and member organizations and was executed over four years, aligning process change in workforce planning with ongoing system configuration and updates to competency taxonomies.
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