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SUCCESSION PLANNING
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Definitions
Succession planning is defined as "any effort
designed to ensure the continued effective
performance of an organization, division, department,
or work group by making provisions for thedevelopment and replacement of key people for key
positions and work activities over time"
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Contd
Succession planning is a means of identifying critical management
positions starting at manager and supervisor levels and extending upto the highest position in the organization.
William J. Rothwell
Effective Succession Planning (2001)
Succession planning should not and must not stand alone.
It must be paired with succession management which creates a
more dynamic environment.
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Role Of A Manager In Succession
Planning
As a manager, its your role to ensure:
Identify key replacement needs and the high-potential people and
critical positions to include in the succession plan
Clarify present and future work activities and work results
Compare present individual performance and future individual
potential
Establish individual-development plans (IDPs) to prepare replacements
and to develop high-potential workers
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Need for Success Planning
Need for future growth and skill development
Proactive approach to fill key potential vacancies
Aligns mission with workplace planning strategy
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Succession Planning
and Management
Adeliberate and systematic effort by an organization to:
ensure leadership continuity in key positions retain and develop future intellectual and knowledge capital
encourage individual advancement
Integrated into the HR System
Succession Planning is managed to ensure success
Should also address the needs for critical backups and individualdevelopment in any job category.
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Establishing a Succession Plan
Understand the critical position being vacated - what arethe requirements of the job
Benchmark the job against future job requirements
Determine what the ideal candidate will look like
Evaluate potential replacements
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Contd
Determine their performance and potential readiness
level
Establish a Development Plan and Goals
Implement development plan
Provide Coaching and Feedback
Track and Monitor the plan
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Steps in Succession PlanningProcess
1. Gain Buy-in from Senior Management
2. Identify succession planning purpose and goals.
3. Assess the organizations current and futurebusiness strategy and top leadership replacement
needs.4. Identify and analyze key positions.
5. Assess candidates against job and competency
requirements.
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Contd
6. Identify development strategies.
7. Define succession planning process andprocedures.
8. Communicate and implement succession
planning.9. Collect information from employees regarding
their career interests and expertise.
10. Assess employee competencies.
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Contd
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. Create individual development plans.12. Select people to potential fill positions.
13. Develop, select, and schedule training
and development programs.14. Monitor progress.
15. Measure and evaluate outcomes.
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THANK YOU