Succession planning is a 3-step process: 1) Identifying potential successors for key roles aligned with employees' talents and ambitions. 2) Developing these successors through activities like performance reviews, career development plans, and training. 3) Transitioning successors into roles through promotions or new assignments. Only 22% of HR professionals rated their leadership succession systems as highly effective according to a survey. Effective succession planning is important for organizations to fill future leadership needs.

1. Succession Planning

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 20
professionals surveyed 14%
16%
rated their leadership 15 Bench
succession system as 9% Strength
10
highly effective!
5
0
Australia North Latin Asia Europe
America America

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. Apple

5. Siemens
"The Siemens Leadership Framework is a big step forward in establishing a
culture of inclusiveness that empowers employees to realize their full
potential. We now use one common language worldwide for all key Human
Resources processes. This makes evaluations of Performance, Potential and
Expertise comparable throughout Siemens."
(Peter Löscher, Chairman)

6. GE
GE’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 or
leadership development actions
Individual  Complete one page Resume- Career History, Skills and
Resume and Self Development needs
Assessment  Show ideal next moves, as discussed with Associates Manager
Chronological In-  Examine key accomplishments, failures, mistakes
Depth 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. Steps of Succession Planning

8. Thank You.. !
Rashmi Rawat
Roll No. 38
PGDSHRM – HRD and OD