logging in or signing up Sudarshan Singh Shekhawat - AGM [HRD] - Succession Planning ssshrd Download Post to : URL : Related Presentations : Let's Connect Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Copy embed code: Embed: Flash iPad Dynamic Copy Does not support media & animations Automatically changes to Flash or non-Flash embed WordPress Embed Customize Embed URL: Copy Thumbnail: Copy The presentation is successfully added In Your Favorites. Views: 193 Category: Product Traini.. License: All Rights Reserved Like it (0) Dislike it (0) Added: July 04, 2012 This Presentation is Public Favorites: 0 Presentation Description Succession Planning is nothing more than having a systematic process where managers identify, assess and develop their staff to make sure they are ready to assume key roles within the company. Comments Posting comment... Premium member Presentation Transcript PowerPoint Presentation: DWARIKESH SUGAR INDUSTRIES LIMITED SUCCESSION PLANNING OVERVIEW By SUDARSHAN SINGH SHEKHAWATPowerPoint Presentation: ROAD MAP The session will include the following: Definitions Overview Succession Planning: Key Elements Why is succession planning important? Core Elements in Successful Succession Planning Programs Succession Planning - Process and Practices Succession Planning Steps Succession Planning - Monitoring Questions SessionPowerPoint Presentation: DEFINITION “We put good people in big jobs before they are ready.” —Pepsi Co. Succession planning is a process whereby an organization ensures that employees are recruited and developed to fill each key role within the company .PowerPoint Presentation: OVERVIEW Succession Planning is a process for identifying and developing internal people with the potential to fill key business leadership positions in the company. Succession planning increases the availability of experienced and capable employees that are prepared to assume these roles as they become available. Succession Planning is the process by which business leaders ensure they have the right talent on board to achieve strategic goals.PowerPoint Presentation: OVERVIEW Succession Planning is nothing more than having a systematic process where managers identify, assess and develop their staff to make sure they are ready to assume key roles within the company. Another way to describe succession planning is: The process of identifying and preparing suitable employees through mentoring, training and job rotation, to replace key players within an organization as those key players leave their positions for whatever reasons – retirement, advancement, attrition, etc.PowerPoint Presentation: Succession Planning : CYCLEPowerPoint Presentation: Assessment of Key Positions Identification of Key Talent Assessment of Key Talent Generation of Development Plans Development Monitoring & Review Key Elements Succession Planning : Key ElementsPowerPoint Presentation: Succession Planning: Key Elements 1. Assessment of Key Positions: • What are the competencies and experiences needed to qualify for each key position? 2. Identification of Key Talent: • Typically people at the top two levels of the organization and high potential employees one level below. • Identified by their management’s assessment of their performance and potential for advancement. 3. Assessment of Key Talent: • For each person on the radar screen, primary development needs are identified focusing on what they need in order to be ready for the next level.PowerPoint Presentation: Succession Planning: Key Elements 4. Generation of Development Plans: • A development plan is prepared for how we will help the person develop over the next year. 5. Development Monitoring & Review • An annual or semi-annual succession planning review is held to review progress of key talent and to refresh or revise their development plan.PowerPoint Presentation: Semi-Annual Succession Planning Review Review of succession candidates and development plans in each organizational unit Report development progress and make necessary adjustments to the plan Orchestrate / coordinate moves for the next six monthsPowerPoint Presentation: Recommendations for Action In addition to the Best in Class actions, companies should also evaluate their processes to ensure they effectively accomplish the following: Educate company on the new trends in succession planning and instill a strong process to build succession bench strength; Ensure that succession planning is integrated with other processes of talent Mgt. including performance management, training and development, compensation, and assessment; Link succession planning to competency Mgt. and include a reporting and analytics component; Integrate with career development tools; Automate the succession planning process for greater efficiency and less operational risk; and Develop both a top-to-bottom approach and also a bottom-up approach for succession planning.Why is succession planning important?: Why is succession planning important? Succession Planning Identifies Future Leaders Saving money on external recruitment and training, It is not just about saving money but also about saving time Competency Gaps - An important benefit in strategic succession planning is identifying in advance where there may be gaps between what employees need to know and what they currently know--competency gaps. succession planning motivating for employees Succession planning involves identifying high-potential members of staff who could take over as replacements for key employees if they should leave the company. The easiest way to track potential successors is through the use of a comprehensive and organized competency management tool. Involve Family Members in the Planning Process Succession planning provides a comprehensive inventory of the knowledge, skills and abilities that will be needed to sustain effective leadership in the future.PowerPoint Presentation: Core Elements in Successful Succession Planning Programs For any organization to implement an effective succession plan there are a number of key issues that need to be considered: The succession planning program must have the support and backing of the company's senior level management Succession planning must be part of an integrated HR process that includes training, development and performance appraisal Identify what skills the organization will need in 5, 10 or 15 years Critical positions must be identified and included in the Company's succession planning program Identify high-performers that are almost ready to step into those critical positions Analyze the workforce and identify who will be eligible for retirement within the next five years Managers need to identify the responsibilities, skills and competencies that will be needed by their replacementsCore Elements in Successful Succession Planning Programs: Core Elements in Successful Succession Planning Programs A system for communicating succession planning information to managers must be established A systematic approach for identifying, nominating and selecting potential successors must be established Background information on potential successors, such as education, experience, skills, appraisals and potential should be reviewed The training and development requirements of potential successors needs to be determined The skills of potential successors must be developed through work experiences, job rotation, projects and other challenging assignmentsCore Elements in Successful Succession Planning Programs: A system for monitoring candidate's development plan progress by senior management should be established. Succession planning must include a system for providing feedback and encouragement to potential successors Succession planning is basically a "numbers game" that requires good organizational skills and the ability to pay attention to details Finally, the succession plan must belong "to the organization" and not to the HR department in order to make sure it has the attention it deserves Core Elements in Successful Succession Planning ProgramsPowerPoint Presentation: Companies devise elaborate models to characterize their succession and development practices. Most reflect a cyclical series of activities that include these fundamentals: Identify key roles for succession or replacement planning Define the competencies and motivational profile required to undertake those roles Assess people against these criteria - with a future orientation Identify pools of talent that could potentially fill and perform highly in key roles Develop employees to be ready for advancement into key roles - primarily through the right set of experiences. Succession Planning - Process and PracticesPowerPoint Presentation: 1. Define purpose, goals, and scope - The top leader of the organization outlines the purpose, goals, and scope of the succession planning activity. 2. Assemble an oversight committee - The committee's role is to establish a succession planning process that can fulfill the purpose, goals, and scope outlined by the top leader, and to govern over the process until most of the major questions and issues have been resolved. 3. Set policy - The oversight committee creates policy around such issues as data security, assessment, succession nominations, communication and development. Succession Planning StepsPowerPoint Presentation: 4. Define operational parameters - Again, this is the purview of the oversight committee. Operational parameters include: positions for which successors will be nominated, the scope of the pool of succession nominees and the rating scales used for assessing contribution and potential. 5. Develop and conduct the assessment - The assessment is essential for comparing succession candidates and slotting them against specific succession positions. The assessment data, generally provided by direct managers of the succession pool, should be reviewed for equity in the ratings and for consensus in the nominations. 6. Compile and organize the data - The voluminous data that is collected must be compiled into the kind of information needed by leaders to make key decisions. Some of the compilations include: coded organization charts, a "contribution-potential matrix," reports of any "at risk" positions or individuals and profiles for all individuals and positions. A spreadsheet or dedicated tool for organizing and displaying such information is recommended. Our Succession Planner is a lightweight and functional tool for this purpose. Succession Planning StepsPowerPoint Presentation: 7. Conduct organizational reviews - Starting with business unit/functional heads, the succession plan and reports compiled are reviewed and key decisions made. These decisions could range from developmental opportunities for future leaders to actual leadership appointments. The business unit/functional level reviews are followed by reviews at the highest level – with correspondingly higher level decisions. 8. Implement development plans - While succession decisions may be executed immediately after the reviews, the developmental opportunities must be pursued over the following weeks and months. For future leaders to realize their potential and be better positioned to "step up" when the time comes, these development opportunities must not be allowed to languish once the spotlight is off the succession planning process. 9. Assess process effectiveness - Like any other business process, your succession planning process will need to be improved, streamlined, integrated with other human resources processes and possibly expanded to accommodate additional participants. While the experience is fresh, take a moment to gather feedback and assess process effectiveness – then set and achieve the most critical improvement objectives. Succession Planning StepsPowerPoint Presentation: Monitoring: routine or continuous measurement of Succession Planning progress while the project is ongoing Checking and measuring progress Analyzing the situation Reacting to new events, opportunities, and issues 1. Define Objectives 2. Develop Indicators 3. Collect Data 4.Analyse Individual Performance Succession Planning - MonitoringPowerPoint Presentation: Questions Questions SessionThank You: Thank You DWARIKESH SUGAR INDUSTRIES LIMITED There is no limit to what can be accomplished, If it doesn’t matter who gets the CREDIT. HRD TEAMPowerPoint Presentation: It’s a tool to ensure a systematic approach to supervision by reminding the supervisors to focus on the knowledge, skill, major activities, plans and performance of the worker No checklist format ideal for all situations To be developed to suit his specific needs Two essential parts:1) List of activities and skills to be supervised.2) Space for the supervisor to make notes on his observations, assessment, recommendations, or actions taken. Aspects of HR Morale ManagementPowerPoint Presentation: Supervisory Roles Role Model Teacher Mentor Motivator, CoachDifferences Between Monitoring and Evaluation: Differences Between Monitoring and Evaluation Monitoring Evaluation Frequency Continuous Episodic (end of project) Focus Tracking Progress / Oversight Analysis Purpose Improve efficiency, adjust work plan Improve effectiveness, impact, future projectsDifferences Between Monitoring and Evaluation (contd.): Differences Between Monitoring and Evaluation (contd.) Monitoring Evaluation Components Inputs, outputs, process outcomes, work plans Effectiveness, relevance, impact, cost-effectiveness Information Sources Routine systems, field observations, progress reports, rapid assessments Same + surveys, Conducted by Project manager, program manager, supervisor, team lead Program managers, external parties, policy-makers, beneficiariesPowerPoint Presentation: How to Tackle Challenges Being a Supervisor Role of Supervisor in Rapidly Challenging Scenario Group ExercisePowerPoint Presentation: Job stability Clear cut responsibility Support to exercise the responsibility Fair compensation Scope of advancement Credit when due Good relation with all sections i.e. workmen, management SUPERVISOR’S EXPECTATION FROM THE ORGANIZATIONPowerPoint Presentation: Co-operation Understanding Good communication Opportunity to use ability Clear instruction Scope of advancement Job security Counseling WORKER EXPACTION FROM SUPERVISOR You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.