List of PeopleFluent Succession Planning Customers
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United States
Since 2010, our global team of researchers has been studying PeopleFluent 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 PeopleFluent 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 PeopleFluent Succession Planning for Succession and Leadership Planning include: HCA Healthcare, a United States based Healthcare organisation with 226000 employees and revenues of $70.60 billion, Dollar General, a United States based Retail organisation with 194200 employees and revenues of $40.60 billion, Rotech Healthcare, a United States based Healthcare organisation with 2000 employees and revenues of $450.0 million and many others.
Contact us if you need a completed and verified list of companies using PeopleFluent 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 PeopleFluent 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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Dollar General | Retail | 194200 | $40.6B | United States | Peoplefluent | PeopleFluent Succession Planning | Succession and Leadership Planning | 2018 | n/a |
In 2018 Dollar General implemented PeopleFluent Succession Planning as part of its Succession and Leadership Planning portfolio to manage the annual performance and succession cycle for more than 35,000 employees. The PeopleFluent Succession Planning deployment was positioned to centralize succession data, support talent calibration, and coordinate full-cycle performance management activities including yearly reviews, goal setting, succession planning and communications across corporate and retail HR functions.
Configuration work focused on the succession and performance modules within PeopleFluent Succession Planning, coupled with program design for retail leadership pipelines. The implementation supported a revamp of retail performance reviews that removed administrative tasks and embedded informal continuous performance conversations, and it was used to administer high potential programs, Assistant Store Manager and Store Manager development tracks, and the DG Core Corporate Training program.
The PeopleFluent Succession Planning rollout operated alongside an existing TalentQuest 360 feedback system with explicit vendor relationship management for both platforms, and it involved cross functional integrations with IT, Compensation, and Corporate Communications for reporting and employee communications. Operational coverage included store and corporate populations, supporting retail HR programs that addressed tens of thousands of store associates and multi-site performance processes, and it fed materials used in executive and board level reviews.
Governance and process changes accompanied the technical implementation, with HR owning full-cycle performance management and succession communications, steering committee reporting for international expansions and pilot programs, and centralized vendor governance for PeopleFluent Succession Planning and TalentQuest. Program outcomes documented in the same operational context include an estimated time savings of approximately 6500 hours from the review redesign, an increase in DG Core participation from 10 percent to 38 percent, an 11 percent increase in internal promotions to Store Manager tied to succession programs, and a reduction in Store Manager turnover from 28 percent to 24 percent, all recorded as results of the combined systems and talent program efforts.
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HCA Healthcare | Healthcare | 226000 | $70.6B | United States | Peoplefluent | PeopleFluent Succession Planning | Succession and Leadership Planning | 2016 | n/a |
HCA Healthcare implemented PeopleFluent Succession Planning in 2016. The PeopleFluent Succession Planning deployment was scoped as a Succession and Leadership Planning initiative to centralize talent management and performance workflows within HR and talent functions.
The implementation configured the Peoplefluent Talent Management System to manage core performance and succession modules, including system configuration, reporting, cycle launch orchestration, and operational troubleshooting. Configuration work emphasized forms and notification templates to drive recurring performance and succession cycles and to support analyst-level reporting and auditability.
Integrations included a people and department interface from Lawson, enabling HR master data and organizational attributes to feed directly into PeopleFluent Succession Planning. That interface supported automated population of position, department, and incumbent data used by succession models and performance review rosters.
Operational governance centered on centralized cycle launch processes, notification workflows, and ongoing configuration management for the PeopleFluent Succession Planning environment. Day to day administration included troubleshooting, reporting maintenance, and iterative configuration updates to align performance and succession workflows with clinical and corporate HR processes.
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Rotech Healthcare | Healthcare | 2000 | $450M | United States | Peoplefluent | PeopleFluent Succession Planning | Succession and Leadership Planning | 2019 | n/a |
In 2019, Rotech Healthcare implemented PeopleFluent Succession Planning as its Succession and Leadership Planning solution to centralize succession activity within the HR organization. The deployment framed PeopleFluent Succession Planning as the system of record for formal successor lists and development plan documentation across talent management workflows.
Implementation work focused on collaboration with the client group to develop and document succession plans inside PeopleFluent Succession Planning, configuring talent pools, mapping critical role profiles, and establishing individual development plan templates. Configuration emphasized nomination and approval workflows, role hierarchies, and data structures for successor readiness and competency mapping consistent with Succession and Leadership Planning practices.
Operational scope centered on HR and talent management processes, with business unit leaders engaged to populate successor candidates and validate role criteria. Governance established regular review cadences, assignment of plan owners, and formal controls for nomination and plan updates to support ongoing succession planning and talent continuity.
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