PRESENTERS ANUM ALVI SADIA MALIK AWAAN AYESHA SALEEM

Welcome To Our Presentations On

Strategic Human Resources Management

Topic: DESIGNING SUCCESSION SYSTEMS FOR NEW COMPETITIVE REALITIES

What is Succession Planning ?

Succession planning involves identifying key management positions that the organization cannot afford to have vacant.

To designing succession systems for a new competitive realities, we must have needed following task

Driving the changes New succession Planning Paradigm Design the shift Design Issues to be addressed Analyzing Succession Models Analyzing Phase Determine how it will work

Driving the changes

Successions That provide leadership continuity in place in many organizations. Installed when organizations were more stable , competitive forces were much less global and turbulent job security and career predictability were higher individual development.

Reengineering Increasing global outsourcing Newer computing technology Rising diversity issues

New succession Planning Paradigm.

BUSINESS
From Organizational pyramids with multiple layers. Desire for seasoned leaders. Stability. To Flatter organization structures. Want the Seasoning developed sooner in careers. Flexibility with faster market responsiveness.

New succession Planning Paradigm.

Succession System.
From To

Groom a backup for each

position Specially disciplines in candidates Business unit autonomy

Develop pools of broadly qualified

candidates; have positions pools. More broadly disciplined candidates.

More centralization and integration

of systems and information. Individual sets career direction.

Company direct and controls

career. Promises Promote from within when fully qualified

No Promises Promote when about 70% qualified

hire less experienced talent at entry level

Design the shift#1 Core Capabilities/ Competencies.

Identifying the core capabilities of business Replacement charting

Design the shift#2 Candidate choice

Employees to take more responsibility for their own individual career development

Design the shift#3

Competency-Focused Development

More focus on learning competencies stress upon learner opportunities more feedback rich development assessment Industry knowledge

Design the shift#4

More Communication
Entire process more open No silent tap on the shoulder Secrecy leads to paranoia

Design the shift#5 Continuous Review

more continuous process On quarterly basis

Design Issues to be addressed

applicable on entire organization

Must meet other HR needs and functions Owned by senior management Contribute to success Prepare employees/ leaders

Moving from concept to reality Succession Planning at ComEd revenue electric company New vision to become leading national energy service provider

Goals for Redesigning Succession System

Provide minimum two to three candidates that are ready now Written development plan External recruitment or internal accelerated development and mentoring increase employment of minority and female Competency assessments 360 degree feedback assessment Review effectiveness of succession planning

Analyzing Succession Models

Strategic Model
* * * *

Strategic Goals Competency Corporate Values Career Development Philosophy

Analyzing Phase
PHASE # 1
Business Unit Alignment Review
- Key business & leadership Issues (1-3 years) - Agreement on Critical Competency Model Priorities

PHASE # 2

Identifications

Critical Positions - Position pools - Unique positions - Positions targeted for external selection Threshold candidate criteria Candidates - Pools - Unique candidates - Diversity

PHASE # 3 Development
- Development Assessment - Individual Development plans and Follow up Actions - Development Reviews

PHASE # 4
Selection
-Job-Specific Requirements - CompetencyBased selection Matching - Multi-Selector/ Team interview Process

Determine how the process work Affected by these near-future issues

and challenges If any changes/ Shifts in competency priority are required Performances rating past three years They must be continue maintain their performance Candidate eligible for the positions Leadership position is in one of four profile Effectiveness assessment test Interview for the positions

Benefits of the Succession planning

Available to candidates Selections criteria are easy Individuals development More feedback are employee

Learning from This Process

Progress is not possible without active involvement Having a vision or model Candidates believe this process demonstrate the value of integrity System must linked directly to corporate vision and strategy

Any Question

Thanks all of you