Succession Planning : Succession Planning NagabhushaN
on Definition of Succession Planning : Definition of Succession Planning “Succession planning is a means of identifying critical management positions starting at manager and supervisor levels and extending up to 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. Need for Success Planning : Need for Success Planning Need for future growth and skill development
Proactive approach to fill key potential vacancies
Aligns mission with workplace planning strategy Succession Planning and Management : Succession Planning and Management A deliberate 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 individual development in any job category Slide 5: As a manager, it’s 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 Your Role In Succession Planning Succession Planning : Succession Planning Do you have an established succession plan?
Replacement versus Succession Planning
Do they have the skills and experience need to fill critical positions? Succession Planning Components : Succession Planning Components 2. HR Audit
Develop a Pool of High
Monitor and Evaluate Progress and Results
Make Adjustments 1. Replacement Planning
Identify Readiness of Successors for Key Positions
Review Performance and Development with Key Management Staff 3. Identify High Potential Successors
Establish nomination criteria.
Experience, Education, Manager/Mentor Recommendation 4. Identify Successor Developmental Needs
Identify skills gap, set goals, create development plan
Determine measurable goals and outcomes 5. Create Development Opportunities
Create a Leadership Succession Plan Leadership Support
Gain Buy-in from Senior Management
Identify Top Leadership Experience, Education, and Job Experience Integrated Leadership Development Establishing a Succession Plan : Establishing a Succession Plan Understand the critical position being vacated - what are the requirements of the job
Benchmark the job against future job requirements
Determine what the ideal candidate will look like
Evaluate potential replacements
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 Steps in Succession Planning Process : Steps in Succession Planning Process Gain Buy-in from Senior Management
Identify succession planning purpose and goals.
Assess the organizations current and future business strategy and top leadership replacement needs.
Identify and analyze key positions.
Assess candidates against job and competency requirements.
Identify development strategies.
Define succession planning process and procedures.
Communicate and implement succession planning.
Collect information from employees regarding their career interests and expertise.
Assess employee competencies.
Create individual development plans.
Select people to potential fill positions.
Develop, select, and schedule training and development programs.
Measure and evaluate outcomes. Succession Planning Policy : Succession Planning Policy Identifying those employees who have the right skills to meet the challenges facing the organization
Evaluate the quality and “readiness” of named successors
Define development requirements and implement development plan
Review performance and development with key management staff
Monitor and evaluate progress and results Checklist to Succeed : Checklist to Succeed Identify a systematic approach for identifying, nominating and selecting potential successors
Review background information on potential successors, such as education, experience, skills, appraisals and potential
Determine training and development requirements of potential successors
Develop skills of potential successors through work experiences, job rotation, projects and other challenging assignments
Establish a system for monitoring candidate's development plan progress by senior management
Succession planning must include a system for providing feedback and encouragement to potential successors Conclusion : Conclusion Succession planning should not and must not stand alone.
It must be paired with succession management which creates a more dynamic environment. Thank You