succession planning
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Succession planning is a process for identifying and developing new leaders to replace those who leave, retire or die. It aims to prevent chaotic power struggles and power vacuums in an organization. Succession planning helps with contingency recruitment planning, filling skills gaps, developing successors' skills, and defining career roadmaps. It benefits employee retention and long-term planning. Succession planning ensures the organization can operate effectively during leadership changes by aligning bench strength to replace critical roles.
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Effective succession planning
This document discusses effective succession planning and management. It defines succession planning as ensuring leadership continuity and building talent from within an organization. Succession planning should be paired with succession management. The document then lists reasons for having succession planning and management programs, such as contributing to the organizational business plan, increasing the talent pool, and improving employee morale. It provides models for technical and social relationship succession planning. Finally, it lists requirements for implementing an effective succession planning and management program, such as having management support, replacing aging employees, and basing recruitment and training on developing successors.
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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.
Succession planning ppt
Developing a succession plan is important for retaining top talent and ensuring leadership continuity. Only 1% of companies rate their succession plans as excellent. Succession planning identifies key positions, assesses the competencies and skills required for each role, and develops employees to fill roles when current leaders depart. It is a systematic, ongoing process to retain intellectual capital and encourage advancement, not a one-time event. Tools like talent profiles and a decision matrix can help evaluate employees' performance and potential to identify candidates for development and succession.
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The document outlines an emergency backup succession plan for an organization, including defining key functions of the CEO position and identifying temporary staffing strategies to ensure those functions continue in the CEO's absence. It provides details on implementing the plan if an unplanned, short-term absence of the CEO occurs, such as appointing an Acting CEO and notifying stakeholders. The plan aims to maintain business operations and minimize disruption during a temporary leadership transition.
A Perspective Shift: Succession Planning
Succession planning is not easy, but the process is pretty simple. Approach the topic from what it is, what it is not, and the barriers to leaders doing it - then learn a practical way to get started. This is a keynote workshop that can be delivered to groups of 100 to 1000, and 50% of it is hands on using a tool that will increase the engagement of your people in the process. I also do a live, unrehearsed conversation of what a conversation looks like.
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Succession planning is a process that identifies, develops, and transitions potential successors for key roles within an organization. Most organizations currently have traditional succession planning processes that identify successors for executive positions. Fewer than 12% of companies have integrated succession management with talent mobility across roles. It is important for succession planning to identify critical positions, assess key talent potential and performance, and develop individual development plans to address any skill gaps through a blend of on-the-job and formal training experiences.
Succession Planning - Public Works Institute
This module discusses the need of Succession Planning and goes over the steps to success for implementing it in a Public Works Department.
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Effective succession planning
This document discusses effective succession planning and management. It defines succession planning as ensuring leadership continuity and building talent from within an organization. Succession planning should be paired with succession management. The document then lists reasons for having succession planning and management programs, such as contributing to the organizational business plan, increasing the talent pool, and improving employee morale. It provides models for technical and social relationship succession planning. Finally, it lists requirements for implementing an effective succession planning and management program, such as having management support, replacing aging employees, and basing recruitment and training on developing successors.
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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.
Succession planning ppt
Developing a succession plan is important for retaining top talent and ensuring leadership continuity. Only 1% of companies rate their succession plans as excellent. Succession planning identifies key positions, assesses the competencies and skills required for each role, and develops employees to fill roles when current leaders depart. It is a systematic, ongoing process to retain intellectual capital and encourage advancement, not a one-time event. Tools like talent profiles and a decision matrix can help evaluate employees' performance and potential to identify candidates for development and succession.
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Succession planning
Succession planning is a process that identifies, develops, and transitions potential successors for key roles within an organization. Most organizations currently have traditional succession planning processes that identify successors for executive positions. Fewer than 12% of companies have integrated succession management with talent mobility across roles. It is important for succession planning to identify critical positions, assess key talent potential and performance, and develop individual development plans to address any skill gaps through a blend of on-the-job and formal training experiences.
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Succession planning
Succession planning is a process for identifying and developing internal employees who have the potential to fill key leadership positions when they become vacant. It ensures that employees are recruited or developed to fill each critical role and that the organization can continue operating effectively when individuals in key positions depart. Succession planning is an ongoing process that involves identifying critical positions, analyzing the skills and competencies required for each role, developing succession plans, and monitoring and revising the plans over time. It aims to assess the organization's ability to replace departing staff and identify internal candidates ready to transition seamlessly into new roles.
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Succession Management PowerPoint Presentation Slides
Presenting this set of slides with name - Succession Management Powerpoint Presentation Slides. This complete presentation has a set of thirty slides to show your mastery of the subject. Use this ready-made PowerPoint presentation to present before your internal teams or the audience. All presentation designs in this Succession Management Powerpoint Presentation Slides have been crafted by our team of expert PowerPoint designers using the best of PPT templates, images, data-driven graphs and vector icons. The content has been well-researched by our team of business researchers. The biggest advantage of downloading this deck is that it is fully editable in PowerPoint. You can change the colors, font and text without any hassle to suit your business needs
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This document discusses integrating assessment data from ProfileXT and CheckPoint into succession planning and talent management. It includes examples of development grids that classify employees based on their potential and performance, and how to provide different types of development and feedback to employees in each classification. The goal is to actively develop high potential employees for future leadership roles and close any gaps in the leadership pipeline.
Succession planning
Succession planning is a process that identifies and develops internal employees who have the potential to fill important leadership roles in the future. It helps to ensure experienced and capable employees are prepared to take on key positions when they become available. Succession planning involves systematically evaluating potential successors for positions and providing training to develop them, even if they may never occupy that specific role. There are different types of succession plans that prepare for emergency situations, planned departures, or strategic long-term leadership development.
Succession plan
Succession planning involves identifying and developing internal employees who demonstrate the necessary skills and desire to fill key positions as current employees retire or leave the organization. It ensures leadership continuity and retention of knowledge over time. The process involves assessing capacity and needs, developing and implementing a plan, and monitoring progress. Key steps are identifying critical roles, reviewing current and future needs, identifying qualified candidates internally, and providing support and career development opportunities to prepare successors over time. The goals are to ensure continuity of operations, develop a pipeline of qualified leaders, and communicate the organization's commitment to investing in its people. Regular reviews and updates help keep the succession plan effective.
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Succession Planning Presentation by IWCCI
This document outlines succession planning for leadership positions within the Islamabad Women Chamber of Commerce & Industry. Succession planning identifies and develops members with the potential to fill key roles like President and Vice President. It ensures qualified members are chosen and prepared to assume executive positions. The succession planning process involves identifying talent pools, analyzing competency gaps, developing strategies like training and assignments, implementing strategies, and monitoring and evaluating progress. The goal is to have experienced, capable members prepared to step into leadership roles when needed for continuity.
SUCCESSION PLANNING
Succession planning involves systematically developing a pipeline of internal talent to fill critical leadership roles when vacancies occur. It aims to identify the best candidates for each position and concentrate resources on developing high-potential employees. An effective succession planning process identifies key roles, assesses current and future competencies needed, evaluates talent, identifies competency gaps, and establishes development plans to fill those gaps. This helps ensure leadership continuity, retain top talent, and prepare new leaders for their roles.
Succession planning
This document discusses succession planning and outlines some key points:
1. Succession planning involves identifying and developing talent to fill future leadership needs in an organization. It is a proactive, ongoing process.
2. Succession planning aims to ensure leadership continuity and retain intellectual capital. It also encourages individual growth. The CEO, senior managers, HR, and department heads all share responsibility for succession planning.
3. Effective succession planning assesses critical positions, identifies and evaluates potential successors, develops talent through training plans, and monitors progress through reviews. It aims to have the right people ready to fill key roles when needed.
9 box+grid talent
This grid is used to evaluate talent in your team based upon their performance and potential. Form a performing team we should expect the team to fall under all blue zone.
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To view recording: http://youtu.be/FiY2hwoAXsg or watch the video at the end of the slides
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There are two kinds of people in organizations: Those with 20 years experience and those with one year experience repeated 20 times
Succession planning
Succession planning is a part of Human
resource planning for employee
development It is a strategy for identifying
and developing high potential workers for
future leaders.
Succession management
Succession planning involves systematically identifying future management needs, assessing current employee skills and qualifications, and developing plans for employees to fill future openings. It aims to have qualified candidates ready to fill key positions when current employees leave. The process includes human resources planning, needs assessment, developing high-potential employees, and creating replacement charts identifying career paths. Issues that can arise include overlooking strong performers, losing talented staff overlooked for promotion, and difficulties managing large amounts of human resources data.
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2011 Illinois Library Association Conference: Bold, Brilliant, Brave
Tuesday, October 18, 2011, 1:45 - 2:45 p.m.
Anthony Auston, Megan Buttera, Susan Strunk
Palatine Public Library District
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Succession Planning.pdf
This document discusses the importance of succession planning and best practices. It begins by asking organizations to consider what percentage of employees will retire in the next 5-10 years and what they are doing about potential gaps. The document then defines succession planning as a systematic approach to ensuring leadership continuity. It notes common myths about succession planning and discusses workforce trends like retiring baby boomers that increase the need for succession planning. The best practices section outlines the key steps in developing an effective succession plan, including assessing positions, identifying talent, developing talent plans, and ongoing monitoring. It emphasizes HR's role in change leadership and developing a succession plan linked to strategic goals.
Succession Planning.
Succession planning is the process of training & preparing employees in an organization so that there will always be someone to replace an employee who leaves.
PRESENT TALENT = FUTURE TALENT.
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Succession planning
Succession planning is a process for identifying and developing internal employees who have the potential to fill key leadership positions when they become vacant. It ensures that employees are recruited or developed to fill each critical role and that the organization can continue operating effectively when individuals in key positions depart. Succession planning is an ongoing process that involves identifying critical positions, analyzing the skills and competencies required for each role, developing succession plans, and monitoring and revising the plans over time. It aims to assess the organization's ability to replace departing staff and identify internal candidates ready to transition seamlessly into new roles.
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This document discusses succession planning, which involves identifying and developing internal talent to fill future leadership roles when employees leave the organization. It outlines key elements of succession planning such as identifying critical positions, assessing potential successors' performance and potential, generating development plans, and ongoing monitoring and review. When done effectively according to the organization's needs, succession planning helps ensure leadership continuity. However, it can fail if candidates are arbitrarily chosen without a strategic vision or if promotions are not aligned with employee development.
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Presenting this set of slides with name - Succession Management Powerpoint Presentation Slides. This complete presentation has a set of thirty slides to show your mastery of the subject. Use this ready-made PowerPoint presentation to present before your internal teams or the audience. All presentation designs in this Succession Management Powerpoint Presentation Slides have been crafted by our team of expert PowerPoint designers using the best of PPT templates, images, data-driven graphs and vector icons. The content has been well-researched by our team of business researchers. The biggest advantage of downloading this deck is that it is fully editable in PowerPoint. You can change the colors, font and text without any hassle to suit your business needs
Presentation on Succession Planning
This presentation discusses succession planning at an organization. It begins with an introduction to human resource management and the importance of succession planning. It then defines succession planning and discusses its importance, who is involved, and the typical three step process of identifying critical positions, developing internal candidates, and assessing and developing top candidates. The presentation concludes with a study of succession planning in two organizations based on a questionnaire.
Talent Management and Succession Planning Models
This document discusses integrating assessment data from ProfileXT and CheckPoint into succession planning and talent management. It includes examples of development grids that classify employees based on their potential and performance, and how to provide different types of development and feedback to employees in each classification. The goal is to actively develop high potential employees for future leadership roles and close any gaps in the leadership pipeline.
Succession planning
Succession planning is a process that identifies and develops internal employees who have the potential to fill important leadership roles in the future. It helps to ensure experienced and capable employees are prepared to take on key positions when they become available. Succession planning involves systematically evaluating potential successors for positions and providing training to develop them, even if they may never occupy that specific role. There are different types of succession plans that prepare for emergency situations, planned departures, or strategic long-term leadership development.
Succession plan
Succession planning involves identifying and developing internal employees who demonstrate the necessary skills and desire to fill key positions as current employees retire or leave the organization. It ensures leadership continuity and retention of knowledge over time. The process involves assessing capacity and needs, developing and implementing a plan, and monitoring progress. Key steps are identifying critical roles, reviewing current and future needs, identifying qualified candidates internally, and providing support and career development opportunities to prepare successors over time. The goals are to ensure continuity of operations, develop a pipeline of qualified leaders, and communicate the organization's commitment to investing in its people. Regular reviews and updates help keep the succession plan effective.
Succession planning process - Step by step Guide
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 Presentation by IWCCI
This document outlines succession planning for leadership positions within the Islamabad Women Chamber of Commerce & Industry. Succession planning identifies and develops members with the potential to fill key roles like President and Vice President. It ensures qualified members are chosen and prepared to assume executive positions. The succession planning process involves identifying talent pools, analyzing competency gaps, developing strategies like training and assignments, implementing strategies, and monitoring and evaluating progress. The goal is to have experienced, capable members prepared to step into leadership roles when needed for continuity.
SUCCESSION PLANNING
Succession planning involves systematically developing a pipeline of internal talent to fill critical leadership roles when vacancies occur. It aims to identify the best candidates for each position and concentrate resources on developing high-potential employees. An effective succession planning process identifies key roles, assesses current and future competencies needed, evaluates talent, identifies competency gaps, and establishes development plans to fill those gaps. This helps ensure leadership continuity, retain top talent, and prepare new leaders for their roles.
Succession planning
This document discusses succession planning and outlines some key points:
1. Succession planning involves identifying and developing talent to fill future leadership needs in an organization. It is a proactive, ongoing process.
2. Succession planning aims to ensure leadership continuity and retain intellectual capital. It also encourages individual growth. The CEO, senior managers, HR, and department heads all share responsibility for succession planning.
3. Effective succession planning assesses critical positions, identifies and evaluates potential successors, develops talent through training plans, and monitors progress through reviews. It aims to have the right people ready to fill key roles when needed.
9 box+grid talent
This grid is used to evaluate talent in your team based upon their performance and potential. Form a performing team we should expect the team to fall under all blue zone.
Webinar: Talent Management Strategies In The GCC
To view recording: http://youtu.be/FiY2hwoAXsg or watch the video at the end of the slides
For other Informa Webinars: http://www.informa-mea.com/webinars
In this informative webinar, Lesley's upbeat and engaging style will make it very easy for you to gain a wide range of informative and practical information. It will span a broad spectrum of areas within talent management, from trends in talent management regionally and internationally through definitions of 'Talent' to detailed coverage of the specifics of talent attraction and acquisition and finally through to developing and managing talent and landing in talent retention.
0912114 succession plan shared services
There are two kinds of people in organizations: Those with 20 years experience and those with one year experience repeated 20 times
Succession planning
Succession planning is a part of Human
resource planning for employee
development It is a strategy for identifying
and developing high potential workers for
future leaders.
Succession management
Succession planning involves systematically identifying future management needs, assessing current employee skills and qualifications, and developing plans for employees to fill future openings. It aims to have qualified candidates ready to fill key positions when current employees leave. The process includes human resources planning, needs assessment, developing high-potential employees, and creating replacement charts identifying career paths. Issues that can arise include overlooking strong performers, losing talented staff overlooked for promotion, and difficulties managing large amounts of human resources data.
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Tuesday, October 18, 2011, 1:45 - 2:45 p.m.
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Palatine Public Library District
Tired of scrambling to get things done when an employee leaves or is absent? Supportive succession planning and cross training efforts don’t have to be overwhelming. Both are brave initiatives meant to ensure continued, effective operations despite vacancies or absences. Learn how to begin the dialogue at your library.
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This document discusses talent management and leadership development. It addresses key questions about how organizations can identify, develop and assess talent. Specifically, it defines talent as the competencies, commitment and contributions of individuals that create value for stakeholders. It also discusses using a performance/potential matrix to evaluate employees, identifying high potentials, developing leaders at different levels of performance and potential, and the benefits of robust talent management processes. The overall message is that talent management requires systematically developing the skills and capabilities of all employees to build an effective workforce and leadership pipeline.Talent managemeng
This document discusses succession planning and talent management. It aims to foster leadership development across business lines and functions by identifying high potential employees and providing them opportunities like rotations and training. This helps retain talent, build organizational capabilities, and facilitate succession. Elements of talent management include assessing individual abilities and potential, communicating career opportunities, and providing career counseling. Succession planning involves systematically identifying and preparing potential successors for key roles to ensure leadership continuity.
TALENT REVIEW
The document summarizes a talent review process for Zong, a China Mobile company. The review aims to (1) identify top talents and their performance, potential, and development needs, (2) provide feedback and agree on development actions, (3) highlight retention risks and review succession plans, and (4) create a shared understanding of employee performance and potential to further development. Employees are rated on a scale and identified as top talents, high potentials, solid potentials, or latent potentials based on their abilities, engagement, and aspirations. Development recommendations include gaining experience through assignments, exposure through mentoring and meetings, and education through training. The organizational review identifies critical positions, succession plans, and high potential employees.
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Succession Management PowerPoint Presentation Slides
Succession Management PowerPoint Presentation Slides
Succession Planning and Cross Training: Boldly Preparing for Staff Transition...
Succession Planning and Cross Training: Boldly Preparing for Staff Transition...
De 9-box grid: potentieel & performance optimaal ingezet - Prof. Dr. Dirk Buyens
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Succession Planning.pdf
This document discusses the importance of succession planning and best practices. It begins by asking organizations to consider what percentage of employees will retire in the next 5-10 years and what they are doing about potential gaps. The document then defines succession planning as a systematic approach to ensuring leadership continuity. It notes common myths about succession planning and discusses workforce trends like retiring baby boomers that increase the need for succession planning. The best practices section outlines the key steps in developing an effective succession plan, including assessing positions, identifying talent, developing talent plans, and ongoing monitoring. It emphasizes HR's role in change leadership and developing a succession plan linked to strategic goals.
Succession Planning.
Succession planning is the process of training & preparing employees in an organization so that there will always be someone to replace an employee who leaves.
PRESENT TALENT = FUTURE TALENT.
Succession Planning.pptx
I. Succession planning identifies and develops internal talent to fill key leadership positions when they become vacant. It increases the availability of experienced employees and prepares them to assume new roles.
II. A succession plan involves assessing each key role, identifying employees with potential, developing their skills, and ensuring qualified candidates are ready to step into critical positions seamlessly when the need arises.
III. The process begins with identifying critical roles and competencies needed now and in the future. High-potential employees are then selected, given development opportunities through training and experience, and regularly evaluated to track their growth and readiness for more senior positions.
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Succession planning is the ongoing process of systematically identifying, assessing, and developing talent to ensure leadership continuity for all key positions (for example, Executive Director, Head of Finance, Head of Administration, among others).
Succession planning is a long-term planning that affects every aspect of an organisation and the process should be undertaken by the leadership of organisations.
Effective succession is acute in the civil society sector. According to BoardSource's research, only 27% of nonprofits surveyed globally reported that they had a written succession plan in place.
Many CSOs do not have systematic and clear approaches to succession planning. It limit leaders’ abilities to maintain organisational sustainability and achieve the organisation’s mandate.
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Succession management is the process of ensuring that pools of skilled employees are trained and available to meet the strategic objectives of the organization.
It consists of identifying employees who have the potential to assume key positions in the organization and preparing them for these positions.
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The document discusses the importance of succession planning for healthcare leadership. It notes that many healthcare organizations lack succession plans, despite projections that 50% of healthcare management could be lost in the next 5 years due to retirements. It then provides definitions and rationale for succession planning, including cost savings, continuity, and having a contingency plan. The document outlines best practices for developing a succession plan, including making a business case, identifying and developing high-potential leaders, and implementing leadership development programs. It discusses factors that can impede effective succession planning if not addressed.
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Succession planning is important for organizational stability and continuity. Henri Fayol recognized the need for succession planning in the early 20th century. Succession planning identifies potential successors for key positions and develops their skills through training and experience. It helps ensure positions are filled internally by prepared candidates. Effective succession planning requires identifying critical roles, assessing candidates' competencies, providing leadership development, and regularly reviewing the process. Several common pitfalls to avoid include lack of transparency, underestimating internal talent, and failing to offer training opportunities. Succession planning requires commitment from leadership and human resources.
Integrating Career Paths into Talent Management Systems
Career paths should be developed with a clear purpose. Without question, a key reason for developing career paths in many organizations is to support the strategic direction of the organization.
Almost every company has an overall vision or mission that serves as a focal point for resource allocation, prioritization, and development strategies. Most organizations also articulate strategic priorities and goals that define the organization’s focus in the near term (i.e., within five years or less).
Typically, senior leaders have overall responsibility and ownership for strategic priorities and goals but, ideally, those priorities and goals are cascaded throughout the organization, and all employees feel a sense of responsibility for helping the organization attain the goals.
Company strategies, visions, priorities, and goals really only gain traction throughout the organization when they are linked to and integrated with “ people systems. ”
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2015-03-03 Next Steps for Executives: The Value of Combining Sustainability a...Raffa Learning Community
This document discusses sustainability and succession planning for non-profit organizations. It recommends combining these two practices to help ensure continuity of leadership and operations. Sustainability planning involves assessing an organization's business model, leadership, resources, and culture. Succession planning includes developing emergency backup plans, a succession policy, and long-term leader development. Integrating sustainability and succession planning can help mitigate risks and strengthen an organization's ability to fulfill its mission over time.Part 3 Succession Planning.pptx
Tita Datu Puangco is the CEO and President of Ancilla Enterprise Development Consulting, a major training and organization development company in the Philippines. The company specializes in enterprise transformation, executive coaching, corporate leadership training, and managing business training centers. The document then lists seven best practices for successful succession planning: engaging stakeholders, identifying and assessing internal candidates, conducting regular reviews, using a pipeline approach, assessing candidates' competencies and potential, committing resources to development, and following a logical succession planning process.
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succession planning
- 4. BJP
- 9. Succession Planning •Succession planning is a process for identifying and developing new leaders who can replace old leaders when they leave, retire or die. In dictatorships, it aims for continuity of leadership, preventing a chaotic power struggle by preventing a power vacuum in organization
- 10. Succession Planning help…. contingency planning of recruitment
- 11. Succession Planning help…. •Skills set gap filling
- 12. Succession Planning help…. Next successor can develop its skills
- 13. Succession Planning help…. •Well defined roadmap in position
- 14. Succession Planning help…. •Employees who get to understand that their organization has future plans for them, will tend to stay with the organization for longer time
- 15. Succession Planning Grid High Leadership Potential/ Low Performance High Leadership Potential/High Performance Low Leadership Potential/ Low Performance Low Leadership Potential/High Performance LeadershipPotential Current Performance
- 16. Succession planning is Urgent • For future and retention • For long-term planning
- 17. Succession Planning • Ensures that employees are recruited and/or developed to fill each key role.! • Ensures that we operate effectively when individuals occupying critical positions depart. • May be used for managerial positions or unique or hard-to fill roles. • Align bench strength for replacing critical positions.
- 18. Succession Planning is NOT • A one time event • Decided by an individual • Used solely for individual career advancement opportunities • Reacting only when a position becomes open • Line mangers relying solely on their own knowledge/comfort with candidates.
- 19. Replacement vs. Succession •Reactive •Form of Risk Management •Substituting •Narrow Approach •Restricted •Pro-Active •Planned Future Development •Renewing •Organized Alignment •Flexible
- 20. Traditional vs. Future • Driven by an annual HR procedures • Entitlement focus – bureaucratic/buddy payback system - decided in secret • “The list” and identified development actions, but no accountability for development • Driven by current and future business needs • Successors determined by an open process with multiple inputs and factors • Development plans, development discussions and coaching with both candidate, management, mentors, and others held accountable for progress and monitoring
- 21. Steps of Succession Planning
- 22. Thank You.. !
Editor's Notes
- succession planning is strategic, both in the investment of resources devoted to it and in the kinds of talent it focuses on. It is not a one time event; rather, it is re-assessed and revised annually through the process