1 /22 succession planning model agenda 1. what is succession planning? 2.succession &...
TRANSCRIPT
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SUCCESSION PLANNING MODEL
Agenda
1. What is Succession Planning?
2. Succession & Development Planning Process.
3. Succession Plan Updates
4. Succession Planning Metrics
5. Conclusion
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1. What is Succession Planning?
Succession Planning is the Process of identifying and developing suitable Team Members who are able to replace Key Positions as and when required.
In nutshell Strategic Planning will help :-
1. To prepare Team Members for leadership roles and make them ready for new roles as & when need arises.
2. To plan Career Path for talented Team Members.
3. Risk Management.
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Identification of key Positions
Succession & Development Planning
Evaluation of Potential
Replacement Inventory
Competency Mapping
Individual Development Plan
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Identification of key Positions
Succession & Development Planning
Evaluation of Potential
Replacement Inventory
Competency Mapping
Individual Development Plan
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Definition of key position:A key position is one that exerts critical influence on the organization'sactivities-strategically, operationally or both.
Key Position CriteriaKey Position Criteria
1. Critical Task2. Specialized Competency3. Organizational Structure4. Work Load
Identification of Key Positions
If answer of any criteria is Yes then it is Critical Position
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Organization chart w.e.f
Name
Name
NAME
Name
G17
PHOTO PHOTO
PHOTO
Name Name Name
PHOTO
PHOTO PHOTOPHOTO
G16
G14
G-11/12
G-10/9
G13/14
PHOTOName Name
PHOTO PHOTOName Name
PHOTO
Name Name Name
PHOTO PHOTO PHOTO
Name Name Name
PHOTO PHOTO PHOTO
Deptt:
1
2
3
4
Key Positions
Identification of Key Positions
Identify Key Position
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Identification of key Positions
Succession & Development Planning
Evaluation of Potential
Replacement Inventory
Competency Mapping
Individual Development Plan
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Identification of key Positions
Succession & Development Planning
Evaluation of PotentialEvaluation of Potential
Replacement Inventory
Competency Mapping
Individual Development Plan
10/22Evaluation of Potential
Prepare High Potential Selection Grid
3 1
4 2
High Potential
Promotion due as per Career Plan
Well Placed
Last Evaluation Score
ME EE FEE
Promotion
Potential
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Identification of key Positions
Succession & Development Planning
Evaluation of Potential
Replacement Inventory
Competency Mapping
Individual Development Plan
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Identification of key Positions
Succession & Development Planning
Evaluation of Potential
Replacement Inventory
Competency Mapping
Individual Development Plan
13/22Replacement Inventory
Key Position-1<Name>
Key Position-2<Name>
Key Position-3<Name>
Key Position-4<Name>
ReadinessScale
Successor –1<Name>
Successor –1<Name>
Ready Now
Successor –2<Name>
Successor –2<Name>
Successor –1<Name>
Ready within one year
Successor –3<Name>
Successor –1<Name>
Ready within 2-3 years
Prepare Replacement Inventory
Priority Position
Deptt :
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Identification of key Positions
Succession & Development Planning
Evaluation of Potential
Replacement Inventory
Competency Mapping
Individual Development Plan
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Identification of key Positions
Succession & Development Planning
Evaluation of Potential
Replacement Inventory
Competency Mapping
Individual Development Plan
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Competency Profile
0
1
2
3
4
5
6
7
8
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21
Mr. X(Successor)
Competency Mapping
Training Need
Priority Gaps
TM s Strengths
Position Requirement
Competency MappingCompetency Mapping
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Identification of key Positions
Succession & Development Planning
Evaluation of Potential
Replacement Inventory
Competency Mapping
Individual Development Plan
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Identification of key Positions
Succession & Development Planning
Evaluation of Potential
Replacement Inventory
Competency Mapping
Individual Development PlanIndividual Development Plan
19/22Individual Development Plan
Individual Development Plan (IDP)
Name PositionDate
Department
Supervisor
Goals
to be achieved
Competenciesto be learned
or acquired
Actionsto be taken
Resources
that are needed (money, time, etc.)
Time Frame
StartComplete
Short-rangeCritical within present
position (1 year)
Mid-rangeImportant for growth
within present or future position (2 years)
Long-rangeHelpful for achieving
career goals (3 years)
Individual Development Plan (IDP)
Name Position Date Department Manager
Time Frame
Goals
to be achieved
Competencies
to be learned or acquired
Actions
to be taken
Resources
that are needed (money, time, etc.)
Start Complete
Short-range Critical within
present position (1 year)
Mid-range Important for growth within
present or future position
(2 years)
Long-range Helpful for
achieving career goals
(3 years)
Actions will be in the form of
• Classroom Trg.
• Management Development Prg.
• Job Rotation
• Shadow Projects.
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Plan Updates
ResignationsPromotions,& Transfers
Changed Interests,
Strengths orDevelopment
Needs
Reorganizations
Update Replacement Inventory
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Succession Plan Metrics
Metric –1 Percent of positions with ready replacementsMetric –1 Percent of positions with ready replacements
Example : Key Positions Identified : 25 , Ready Replacements : 10
% of positions with Ready Replacements : 40%
Metric-2 Priority positions with limited or no successorsMetric-2 Priority positions with limited or no successors
Metric –3Metric –3 Percent of positions covered by succession plan processPercent of positions covered by succession plan process
• Example : Total Positions : 50 , Key Positions covered by Succession Plan : 25
% of positions covered by Succession Plan : 50%
Metric –4 Number of positions filled internally vs. externallyMetric –4 Number of positions filled internally vs. externally
Good (Year wise Trend)
Good (Year wise Trend)
Good (Year wise Trend)
Good (Year wise Trend)