Succession planning is an essential part of doing business, no matter how certain your future appears. So, our team of dedicated designers have created this succession planning PPT slideshow to fulfill all your important business needs. Our succession planning Presentation deck highlights the various crucial aspects of succession planning such as determining future talent needs, sources for future recruitment, budget involved in hiring, etc. Succession planning can be an important way to identify employees who have the current skills or the potential to develop skills that can help them move up in an organization, or on to other positions. A strong succession plan can identify and put together an agenda to train and mentor the right people to step into leadership positions. Download this succession planning PPT Presentation template to identify other areas of performance where employees may be weak and where training could help to manage and improve performance outcomes. Only you can make your presentation a success. But our Succession Planning PowerPoint Presentation Slides can help it look its best.

1. Succession
Planning
Your Company Name

2. 2
Content
Determine
Future Talent
Needs
Assess the
Viable
Current Staff
Current
Vacancies
Sources for
Future
Recruitment
Talent
Acquisition
Strategy
Recruitment
Tracker
Budget
Involved
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3. Determine Future Talent Needs
Department Current Employee Strength in Target Employee Strength in
Finance 50 55
Marketing 23 28
Operations 45 50
Human Resources 65 70
Strategy 34 39
Department 6 63 68
Department 8 43 48
Department 8 76 81
Department 9 54 59
Department 10 67 72
2018 2019
3
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4. Assess the Viable Current Staff
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4

5. Ask to Prepare Self-Assessment
Performance Appraisal Ratings
Outstanding Very Good Good Below Average Unsatisfactory
Quality of work
consider the quality of work produced & the promptness wit
which it is completed
Productivity
Consider the ability to produce a quantity
of accepted work which meets company standards
Knowledge of job
Consider the Knowledge of present job of other work closely
related to it, & of the equipment necessary to perform job
functions
Reliability and Dependability
Consider the amount of supervision required, & the job
performance regarding timely completion & follow-up
Attendance
Consider overall attendance record & punctuality
Initiative
Consider the extent to which new work assignments and
additional duties are sought out when necessary
Overall rating (average the rating numbers above)
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5

6. Get Feedback From the Teams
Criteria Score Comments
Team Player
Meets Deadlines
Organizational Skills
Leadership Ability
Interaction With Co-workers
Attendance
Quality Of Work
Text Here Text Here Text Here Text Here
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6

7. Ask for Clients’ Feedback
How would you rate the following features?
Matrix Excellent Very Good Good
Feature 1
Feature 2
Feature 3
Feature 4
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7

8. 8
Current Vacancies
Min. Experience Required
1- 4 years
Department
Research & Analytics
Job Position
Associate/ Senior Associate
 Assist in the collection and/ or creation of data sets
 Thoroughly understand the functionality & features of
research databases
 Play a role in the development of innovative data
products
Roles & Responsibilities

9. Sources for Future Recruitment9
Advertisement
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Voluntary Applicants
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Internal Searches
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Employment Agencies
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School Placement
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needs and capture your audience's attention.
Employee Referrals
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needs and capture your audience's attention.
Recruitment
Sources

10. Brand
Building
Job
Posting
Sourcing &
Recruiting
Assessment &
Hiring
On
Boarding
Employment brand Job posting Strategic sourcing Assessment On boarding
University programs Job advertising Job sourcing Testing orientation
Alumni relationships Job networks
Executive & management
sourcing
Interviewing First-year introduction
Candidate pools Career websites Intelligent sourcing Background checks Training
Candidate relationship
management
Candidate experience
management
Contingent recruiting Offer management
Employment brand
management
Gig recruiting Hiring candidates
Contract recruiting
2018 Talent Acquisition Strategy
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10

11. Recruitment Tracker
Process Total Referrals
Targeted
sources
Other
Sources
Applications Received 140 80 50 10
Minimally Qualified 85 50 30 5
Assessments Conducted 69 40 25 4
Eligible Candidates 53 30 20 3
Interview Invite 43 25 15 3
Interview Accepted 32 20 10 2
Interviewed 32 20 10 2
Interested in Hiring 19 10 7 2
Job Offer Extended 10 5 4 1
Job Offer Accepted 7 4 2 1
Oct’2018 - Dec’2018
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11

12. Years Of Experience Fresher 0-4 Years 5-7 Years
Salary Budget (USD MM) 3 5.5 8
No of Employees to be Hired 1 2 2
Total Expenses 3 11 16
Budget Involved in Hiring
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Total Number of Employees to be Hired : 5
12

13. Succession Planning Icons Slide13

14. Additional Slides
14

15. 15
0
10
20
30
40
50
60
70
80
90
100
Jan Feb Mar Apr May Jun
Salesinpercentage(%)
Financial year in 2018
Column
Chart
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Product 01
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Product 02
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Product 03
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.

16. Clustered Bar
0 10 20 30 40 50 60 70 80 90 100
Q1
Q2
Q3
Q4
Unit Count
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
Product 01 Product 02 Product 03
16

17. 17
Our Mission
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Vision
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Mission
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Goal

18. Anita Doe
Editor
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Tomas Cross
Graphic Designer
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Sofia Banks
General Manager
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John Smith
CEO
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Our Team18

19. Our Goal
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Text Here
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Text Here
19

20. 40% 13%
60% 87%
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Comparison20

21. Financial
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$400
Advanced
$200
Beginner
$600
Professional
21

22. 22
Mind Map
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02
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01

23. 23
Bulb Or Idea
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01
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02
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03
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04

24. 24
Address:
# street number, city, state
Contact Numbers:
0123456789
Email Address:
emailaddress123@gmai.com
Thank You