Presenting a Succession planning how organisation to ensure leadership continuity retain and develop knowledge and intellectual capital for the future, and encourage individual employee growth and development.
Succession planning process - Step by step GuideKeka HR
Do you know that only 1% of the companies admit that their succession planning process is outstanding? And more than 60% of the companies bluntly admit that their succession planning process is fair or even worse.
Succession planning process - Step by step GuideKeka HR
Do you know that only 1% of the companies admit that their succession planning process is outstanding? And more than 60% of the companies bluntly admit that their succession planning process is fair or even worse.
Presented at the Montana Hospital Association's Spring 2009 Conference.
See more at: http://www.integratedhealthcarestrategies.com/knowledgecenter.aspx.
Presented at the Montana Hospital Association's Spring 2009 Conference.
See more at: http://www.integratedhealthcarestrategies.com/knowledgecenter.aspx.
Employee Succession Planning Step by Step.pptxPriyaShama1
Employee Succession Planning Step by Step. This presentation will help you out with all details you need to plan succession planning for your organisation along with case study.
More about the Program:
Succession planning is critical and needs to be at the forefront of any organization that yearns to remain strong and viable in today's society. We will explore succession planning within the organization as we look at the roles of each employee, and determine how vacant and near vacant positions can be filled internally and from external avenues to ensure that the work flow continues.
More about the Presenter:
For fifteen years, Fitzgerald Washington has worked for The Buffalo Rock Company where he served as Corporate Marketing and Sales Director handling the company’s multicultural marketing initiatives before being promoted to General Sales Manager in 2002. As General Sales Manager, Washington was responsible for maximizing brand portfolio for the company’s retail sector. He also developed a hiring and retention process for the company’s Tuscaloosa distribution center. Washington’s experience also includes work in human resource management, marketing strategies, operations management and strategic development.
In 2013, Washington served as Chairman of the Chamber of Commerce of West Alabama, where he helped create the Minority Business Council to foster growth and competitiveness of minority-owned businesses in West Alabama. Other community involvement includes the Druid City Business League, Black Warrior Council Board, BB&T Bank Advisory Board, Board of Visitors for the University of Alabama College of Continuing Studies and DCH Health Systems Foundation Board of Directors.
Governor Bentley also appointed Washington to the Alabama Workforce Council.
Washington, his wife Peggy and two children Karla and Fitzgerald reside in Tuscaloosa.
Succession Planning and the Development of Your High PotentialsBizLibrary
There are two separate and distinct aspects to effective succession planning initiatives. The organizational or strategic perspective usually dominates the conversation, and that’s okay. It’s at these levels organizations make investments, drive the type of senior leadership involvement and generate alignment with organizational objectives that are the hallmarks of great programs.
In the final analysis, however, succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of success planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”
In this webinar, we will discuss emerging thought leadership on both subjects and provide some practical suggestions for development of your own high potential employees.
Succession Planning and the Development of Your High Potentials | Webinar 08....BizLibrary
In this webinar we will discuss emerging thought leadership on the organizational and employee perspective on succession planning. We'll provide practical suggestions for development your own high potential employees.
This presentation includes notes collected from various sources from internet during my study journey with regard to the topic Human Resource Development
2. What is succession planing
• Succession PlanningSuccession Planning can be defined as a purposeful and systematic effort
made by an organization to ensure leadership continuity, retain and
develop knowledge and intellectual capital for the future, and
encourage individual employee growth and development.
• OR
In other words…
Succession planning is the process of training and preparing employees in
an organization so that there always be someone to replace an
employee who leaves.
3. Why do it ?
• After World War II, US industry suffered a talent
shortage unlike anything since about one-third of
executives died in office- many of them by heart
attacks and no one was their to take their place.
• Only 1% of companies rate their succession
management plans as excellent, two third rate them
as a fair or worse.
5. Is it urgent
• Have you lost potential talent because they
didn’t know they were on the succession list.
• What lost opportunity costs has organisation
incurred because it took a long time to replace
a key leader.
• To flow work smoothly of any organization
succession planning is very important.
6. Succession planning in NOT
• A one time event
• Decide by an individual
• Used solely for individual career advancement
opportunity.
• Reacting only when a position becomes open
• Line manager relying solely on their own
knowledge with candidate.
7. Steps in the process
• Step 1. Identify key/ critical position
• Step2. Conduct position analysis
• Step3. Develop succession plan
• Step4. Monitor, evaluate, revise
8. Why succession planning fails
• Candidates are arbitrarily identified
• No strategic vision
• Problem in dealing with picture
• Promotions & employee aspiration
• lack of transparency
11. Identifying High-Potential Talent Processes, by Length
of Existence
Among organizations that have an existing process for identifying high-potential
talent, it is rare to examine all levels of employees.
