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Succession planning in HRP
 

Succession planning in HRP

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CAREER PLANNING,SUCCESSION PLANNING AND

CAREER PLANNING,SUCCESSION PLANNING AND

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    Succession planning in HRP Succession planning in HRP Presentation Transcript

    • HUMAN RESOURCE PLANNING BY, M.HIMA BINDU
    • Contents:• Unit-4:1. Career planning and development1. Succession planning2. Potential appraisal and development
    • MeaningCareer planning is the process by which one selects career goals and the path to these goals. Career development is those personal improvements one undertakes to achieve a personal career plan.
    • Career management• Career management is the process of designing and implementing goals, plans and strategies to enable the organization to satisfy employee needs while allowing individuals to achieve their career goals.
    • Components of Career Planning
    • Need for Career PlanningCareer Planning is necessary due to the following reasons: – To attract competent persons and to retain them in the organization. – To provide suitable promotional opportunities. – To increase the utilization of managerial reserves within an organization.
    • Need for Career Planning– To correct employee placement.– To reduce employee dissatisfaction and turnover.– To improve motivation and morale.
    • Process of Career Planning & DevelopmentThe following are the steps in Career Planning and Development: 1. Analysis of individual skills, knowledge, abilities, aptitudes etc.
    • Process of Career Planning & Development2. Analysis of career opportunities both within and outside the organization.3. Analysis of career demands on the incumbent in terms of skills, knowledge, abilities, aptitude etc., and in terms of qualifications, experience and training received etc.
    • Process of Career Planning & Development4. Relating specific jobs to different career opportunities.5. Establishing realistic goals both short-term and long-term.
    • 6. Formulating career strategy covering areas of change and adjustment.7. Preparing and implementing action plan including acquiring resources for achieving goals
    • Steps involved in Career Development SystemThere are four steps in establishing a career development system. They are:1. Needs: -Defining the present system i.e. this step involves in the conducting a needs assessment as in a training program.
    • • Establish roles and responsibilities of employees, managers, and the organization.• Identify needs; establish target groups.• Establish cultural parameters; determine organizational receptivity, support, and commitment to career development.
    • Steps involved in Career Development System2. Vision: -The needs of the career system must be linked with the interventions. An ideal career development system known as the vision links the needs with the interventions.• Create a long-term philosophy.
    • • Establish the vision or objectives of the programme.• Design interventions for employees, managers, and the organization.• Organize and make available career information needed to support the programme.
    • 3. Action Plan: -An action plan should be formulated in order to achieve the vision. The support of the top management should be obtained in this process.• Assess the plan and obtain support from top management• Create a pilot programme
    • • Assess resources and competencies.• Establish an advisory group.• Involve advisory group in data gathering, programme design, implementation, evaluation and monitoring
    • • Results: -Career development programme should be integrated with the organization’s on-going employee training and management development programmes. The programme should be evaluated from time to time in order to revise the program.
    • • Publicize the program.• Create long-term formalized approaches.• Evaluate and redesign the program and its components.
    • Advantages of Career Planning and Development•For Individuals: •The process of career planning helps the individual to have the knowledge of various career opportunities, his priorities etc.
    • • This knowledge helps him select the career that is suitable to his life styles, preferences, family environment, scope for self-development etc.• It helps the organization identify internal employees who can be promoted.
    • For Organizations: - A long-term focus of career planning and development will increase the effectiveness of human resource management. More specifically, the advantages of career planning and development for an organization include:
    • – Efficient career planning and development ensures the availability of human resources with required skill, knowledge and talent.– The efficient policies and practices improve the organization’s ability to attract and retain highly skilled and talent employees.
    • – The proper career planning ensures that the women and people belong to backward communities get opportunities for growth and development.– The career plan continuously tries to satisfy the employee expectations and as such minimizes employee frustration.
    • – By attracting and retaining the people from different cultures, enhances cultural diversity.– Protecting employees’ interest results in promoting organizational goodwill.
    • Limitations of Career Planning• Dual Career Families• Low ceiling careers• Declining Career Opportunities• Downsizing/De-layering and careers
    • Succession planning• To ensure the availability of right managerial personnel at the right time in right position for continuing organizational vitality and strength.
    • Steps in succession planning:• Prepare & develop a management staffing plan• Staffing & development---recruitment, selection, placement.• Ensure congenial organizational environment to retain the desired managerial personnel• Develop a good performance appraisal system to get feedback.
    • • Prepare management resource inventor -- personal data -- performance records -- skills -- potential -- career goals -- career paths of managerial personnel
    • Potential appraisal and development:• Potential appraisals are required to:1. Inform employees about their future prospects2. Help the organization chalk out a suitable succession plan3. Update training efforts from time to time4. Advice employees about what they must do to improve their career prospects.
    • Steps followed while introducing a good potential appraisal system:• Role description• Qualities needed to perform the roles• Rating mechanism --- rating by others --- tests --- games ---- records
    • • Organizing the system• Feed back THE PHILIPS MODEL: Problem child Stars Planned separation Solid citizens
    • • The Philips model:1. Low potential, high performance2. High potential, low performance3. Low potential, high performance4. High potential , high performance
    • Attributes in a potential employee:• Ability to foresee future opportunities• Consistency in approach and performance• Responsive to conditions whatever come in the way• Person with high level of integrity• Broader vision and micro perception.
    • Factors affecting potential appraisal:• Conceptual effectiveness:1. Vision2. Business organization3. Entrepreneurial orientation4. Sense of reality
    • • Operational effectiveness:1. Result orientation2. Individual effectiveness3. Risk taking4. Control
    • • Inter personnel effectiveness:1. Network directedness2. Negotiating power3. Personal influence4. Verbal behavior
    • • Achievement motivation:1. Drive2. Professional ambition3. Innovativeness4. stability
    • Best practices:• Build the appraisal and reward of potential into your assessment system• Clearly separate reward for potential from reward for past performance• Start evaluating potential as early as possible to identify the best talent
    • • Factors used to evaluate potential must be explained to every employee• Communicate potential assessment to each individual at regular intervals.