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Ge Sucession planning
Ge Sucession planning
Ge Sucession planning
Ge Sucession planning
Ge Sucession planning
Ge Sucession planning
Ge Sucession planning
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Ge Sucession planning


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  • 1. Succession Planning
    GE - perspective
    “Imagination at Work
    • -- Pratik Negi
    • 2. -- ChiragKanani
    • 3. -- PalakSheth
    • 4. -- AshfaqMemon
    • 5. -- UtkarshMistry
    Transition Of
    Mangers and Leaders
    Qualified Employees
    Individual Contributors
  • 6. Q1.- Give an overview of the succession planning @ GE.
    Following would be the points that can be included
    for the overall changes that took place
    • Jacks decision to handover power to Immelt. as a ideal leader & best suited
    • 7. Succession planning has started from the CEO’s after T.A Edison
    • 8. rotation and selection of candidates within the organization.
    • 9. 3 categories of A,B,C were differentiated for the employees across the company
    • 10. involvement of top management in monitoring top 3000 executives.
    • 11. CEO’s and HR heads used to develop strategies for the Employee development.
    • 12. individualistic approach for every candidate to develop him to fullest.
    • 13. Annual performance reviews were done twice a year.
    • 14. $1 billion was invested [ so money was flown for human development]
    • 15. global exposure was given to the employee for better management control
    in other roles and duties.
    • Value injection – { major help in change}
    • 16. 8 criterions were selected for the CEO post.
    • 17. Ideal CEO’s characteristics were identified.
  • Q2.Achievements of GE through Succession Planning
    • Succession Planning for key jobs, early career sketch, training.
    • 18. Identify leadership qualities- major tools
    • 19. Management & leadership development
    • 20. Manager development,
    • 21. Executive development,
    • 22. Business development
    • 23. Importance of values
    • 24. Leader or Manager
  • Q3- what are the factors that influence Jack Welche choice of successor?
    Following are the factors
    • Immelt immediate measures to cut cost.
    • 25. Restructuring of GE’s Business.
    • 26. Focus on customer service.(ACFC)
    • 27. Different management styles.
    • 28. Focus on long-term strategies.
    • 29. Immelt’s focus on R&D and innovation.
  • Q4- what do you think the succession planning really began in beginning?
    • IN 1994 planning got started and was incubated by GE
    • 30. Selecting player as players for different tiers of the company
    • 31. HR reviews and audits helped them to plan in a much better way.
    • 32. listing down the competencies and qualities required for the planned
    • Succession planning in terms of AGE and there involvement in different
    business lines to make sure filtering is done in a best possible way.
  • 33. Q5.Why is such an elaborate processNecessary?
    • It helps Internal development and Recruiting internal employee make sure that the integrity of the organization maintains.
    • 34. Different kind of Business lines requires experience from within and exposing a new person from outside make friction within the organization.
    • 35. Developing skills through different sorting system and selection criterion.
    • 36. It makes a organization more flexible in terms of adaptation of ideas and strategies getting implemented at a smooth phase.
    Thank You