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Presentation
on
Succession Planning
NagabhushaN
VTU,Belgaum
Succession Planning
and Management
Your Role 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
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?
Leadership
Support
2. HR Audit
Develop a Pool of High Gain Buy-in from Senior
Management
Potential Candidates Identify Top Leadership Experience,
Monitor and Evaluate Progress and Results
Make Adjustments
1. Replacement
Planning
Integrated
Leadership
Development
Identify Readiness of
Successors for Key Positions
Review Performance and
Development with Key
Management Staf
5. Create
Development
Opportunities
Developmental Activities/Projects
Mentoring/Coaching
Create a Leadership Succession Plan
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
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
Succession planning should not and must not
stand alone.
It must be paired with succession management
which creates a more dynamic environment.
Thank You