succession planning-activity

8/7/2019 succession planning-activity

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SUCCESSION PLANNING


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Definitions

Succession planning is defined as "any effort

designed to ensure the continued effective

performance of an organization, division, department,

or work group by making provisions for thedevelopment and replacement of key people for key

positions and work activities over time"


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Contd

Succession planning is a means of identifying critical management

positions starting at manager and supervisor levels and extending upto the highest position in the organization.

William J. Rothwell

Effective Succession Planning (2001)

Succession planning should not and must not stand alone.

It must be paired with succession management which creates a

more dynamic environment.


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Role Of A Manager In Succession

Planning

As a manager, its your role to ensure:

Identify key replacement needs and the high-potential people and

critical positions to include in the succession plan

Clarify present and future work activities and work results

Compare present individual performance and future individual

potential

Establish individual-development plans (IDPs) to prepare replacements

and to develop high-potential workers


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Need for Success Planning

Need for future growth and skill development

Proactive approach to fill key potential vacancies

Aligns mission with workplace planning strategy


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Succession Planning

and Management

Adeliberate and systematic effort by an organization to:

ensure leadership continuity in key positions retain and develop future intellectual and knowledge capital

encourage individual advancement

Integrated into the HR System

Succession Planning is managed to ensure success

Should also address the needs for critical backups and individualdevelopment in any job category.


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Establishing a Succession Plan

Understand the critical position being vacated - what arethe requirements of the job

Benchmark the job against future job requirements

Determine what the ideal candidate will look like

Evaluate potential replacements


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Contd

Determine their performance and potential readiness

level

Establish a Development Plan and Goals

Implement development plan

Provide Coaching and Feedback

Track and Monitor the plan


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Steps in Succession PlanningProcess

1. Gain Buy-in from Senior Management

2. Identify succession planning purpose and goals.

3. Assess the organizations current and futurebusiness strategy and top leadership replacement

needs.4. Identify and analyze key positions.

5. Assess candidates against job and competency

requirements.


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Contd

6. Identify development strategies.

7. Define succession planning process andprocedures.

8. Communicate and implement succession

planning.9. Collect information from employees regarding

their career interests and expertise.

10. Assess employee competencies.


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Contd

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. Create individual development plans.12. Select people to potential fill positions.

13. Develop, select, and schedule training

and development programs.14. Monitor progress.

15. Measure and evaluate outcomes.


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THANK YOU

Documents

succession planning-activity