Succession Planning

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Succession Planning

  1. 1. Succession Planning
  2. 2. Succession Planning Succession Planning is a process of identifying, developing and transitioning potential successors for the companies present and future key roles, aligned with the talent and ambitions of its current employees and talent network. 30 26% 25 21%Only 22% of HR 20professionals surveyed 14% 16%rated their leadership 15 Benchsuccession system as 9% Strength 10highly effective! 5 0 Australia North Latin Asia Europe America America
  3. 3. Succession Planning Grid High Leadership High Leadership Leadership Potential Potential/ Low Potential/High Performance Performance Low Leadership Low Leadership Potential/ Low Potential/High Performance Performance Current Performance
  4. 4. Apple
  5. 5. Siemens"The Siemens Leadership Framework is a big step forward in establishing aculture of inclusiveness that empowers employees to realize their fullpotential. We now use one common language worldwide for all key HumanResources processes. This makes evaluations of Performance, Potential andExpertise comparable throughout Siemens."(Peter Löscher, Chairman)
  6. 6. GEGE’s Session C aims to review performance, identify rising talent, have a cross-calibration of talent across the organisation and plan for the succession planning orleadership development actions Individual  Complete one page Resume- Career History, Skills andResume and Self Development needs Assessment  Show ideal next moves, as discussed with Associates ManagerChronological In-  Examine key accomplishments, failures, mistakesDepth structured  Assessment and Development report generated Interviews Performance  Completed by direct managers Appraisal  Includes Associate’s reactions to the assessment, 360° feedback Latest Career A manager two levels above the reviewed individual formulates Potential and assessment of the potential Assessment
  7. 7. Steps of Succession Planning
  8. 8. Thank You.. !Rashmi RawatRoll No. 38PGDSHRM – HRD and OD

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