Вы находитесь на странице: 1из 22

1/22

SUCCESSION PLANNING MODEL


Agenda
1. What is Succession Planning?
2. Succession & Development Planning
Process.
3. Succession Plan Updates
4. Succession Planning Metrics
5. Conclusion

1. What is Succession Planning?

2/22

Succession Planning is the Process of identifying and


developing suitable Team Members who are able to
replace Key Positions as and when required.

In nutshell Strategic Planning will help :1.

To prepare Team Members for leadership roles and make them ready
for new roles as & when need arises.

2.

To plan Career Path for talented Team Members.

3.

Risk Management.

3/22

Succession & Development Planning

Process

4/22
Succession & Development Planning

Identification of key Positions


Evaluation of Potential
Replacement Inventory
Competency Mapping
Individual Development Plan

5/22
Succession & Development Planning

Identification of key Positions


Evaluation of Potential
Replacement Inventory
Competency Mapping
Individual Development Plan

Identification of Key Positions

6/22

Definition of key position:


A key position is one that exerts critical influence on the organization's
activities-strategically, operationally or both.

Key Position Criteria


1.
2.
3.
4.

Critical Task
Specialized Competency
Organizational Structure
Work Load

If answer of any criteria is Yes then it is Critical Position

Identification of Key Positions

7/22

Identify Key
Organization
chartPosition
w.e.f
1
G17
PHOTO

G16

PHOTO

G13/14
G-11/12

PHOTO

Name

Name

PHOTO

Name

PHOTO

Name

G14

NAME

Name

Name

PHOTO

Name

PHOTO

PHOTO

Name

PHOTO

Deptt:

PHOTO

4
Name

Name

G-10/9

Name

Name

Name

Name

Name

Name

PHOTO

PHOTO

PHOTO

PHOTO

PHOTO

PHOTO

Key Positions

PHOTO

8/22
Succession & Development Planning

Identification of key Positions


Evaluation of Potential
Replacement Inventory
Competency Mapping
Individual Development Plan

9/22
Succession & Development Planning

Identification of key Positions

Evaluation of Potential
Replacement Inventory
Competency Mapping
Individual Development Plan

Evaluation of Potential

10/22

Prepare High Potential Selection Grid

High Potential

Promotion
Potential

Promotion due as
per Career Plan

Well Placed

ME

EE
Last Evaluation Score

FEE

11/22
Succession & Development Planning

Identification of key Positions


Evaluation of Potential
Replacement Inventory
Competency Mapping
Individual Development Plan

12/22
Succession & Development Planning

Identification of key Positions


Evaluation of Potential

Replacement Inventory
Competency Mapping
Individual Development Plan

Replacement Inventory

13/22

Prepare Replacement Inventory


Deptt :

Key
Position-1
<Name>

Key
Position-2
<Name>

Successor 1
<Name>

Successor 1
<Name>

Successor 2
<Name>

Successor 2
<Name>

Successor 3
<Name>

Priority Position

Key
Position-3
<Name>

Key
Position-4
<Name>

Readiness
Scale
Ready Now

Successor 1
<Name>

Ready within
one year
Successor 1
<Name>

Ready within
2-3 years

14/22
Succession & Development Planning

Identification of key Positions


Evaluation of Potential
Replacement Inventory
Competency Mapping
Individual Development Plan

15/22
Succession & Development Planning

Identification of key Positions


Evaluation of Potential
Replacement Inventory

Competency Mapping
Individual Development Plan

Competency Mapping

16/22
Competency Profile

Competency Mapping
8
7
6
5
4
3
2
1
0
1

Mr. X(Successor)

Position
Requirement

10 11 12 13 14 15 16 17 18 19 20 21

No

TM s Strengths

Model

Fit

Action Oriented

7.5%

3.0%

Influence Ability

5.0%

2.0%

Composure

2.0%

1.0%

Conflict
Management

5.5%

5.0%

Interpersonal Savvy

3.0%

5.0%

Listening

6.5%

6.0%

Negotiating

1.0%

2.0%

Organizational
Agility

3.0%

4.0%

Perseverance

7.0%

5.0%

10

Presentation Skills

8.0%

0.0%

Others

3.0%

2.0%

TOTAL

100.0%

61.0%

Training Need
Priority Gaps

Competency

17/22
Succession & Development Planning

Identification of key Positions


Evaluation of Potential
Replacement Inventory
Competency Mapping
Individual Development Plan

18/22
Succession & Development Planning

Identification of key Positions


Evaluation of Potential
Replacement Inventory
Competency Mapping

Individual Development Plan

Individual Development Plan

19/22

Individual Development Plan (IDP)


Name

Position

Department
Goals

to be achieved

Date
Manager

Competencies
to be learned
or acquired

Actions

to be taken

Resources

that are needed


(money, time, etc.)

Time Frame
Start
Complete

Short-range
Critical within
present position
(1 year)

Actions will be in the form of


Classroom Trg.
Management Development Prg.
Job Rotation
Mid-range
Important for
growth within
present or
future position
(2 years)

Long-range
Helpful for
achieving career
goals
(3 years)

Shadow Projects.

20/22
Plan Updates

Update Replacement Inventory

Promotions,
& Transfers

Resignations

Changed
Interests,
Strengths or
Development
Needs

Reorganizations

21/22

Succession Plan Metrics


Metric 1 Percent of positions with ready replacements
Example : Key Positions Identified : 25 , Ready Replacements : 10
% of positions with Ready Replacements : 40%

Good (Year wise Trend)

Metric-2 Priority positions with limited or no successors

Good (Year wise Trend)

Metric 3 Percent of positions covered by succession plan process

Example : Total Positions : 50 , Key Positions covered by Succession Plan : 25


% of positions covered by Succession Plan : 50%

Good (Year wise Trend)

Metric 4 Number of positions filled internally vs. externally


Good (Year wise Trend)

22/22

Conclusion :
This systematic process will enable organization
to identify talented employees and provide
education to develop them for future higher
level and broader responsibilities.