1 /22 SUCCESSION PLANNING MODEL Agenda 1. What is Succession Planning? 2.Succession & Development Planning Process. 3.Succession Plan Updates 4.Succession.

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SUCCESSION PLANNING MODEL

Agenda

1. What is Succession Planning?

2. Succession & Development Planning Process.

3. Succession Plan Updates

4. Succession Planning Metrics

5. Conclusion

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1. What is Succession Planning?

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.

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Succession & Development Planning

Process

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Identification of key Positions


Evaluation of Potential

Replacement Inventory

Competency Mapping

Individual Development Plan

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Competency Mapping


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Definition of key position:A key position is one that exerts critical influence on the organization'sactivities-strategically, operationally or both.

Key Position CriteriaKey Position Criteria

1. Critical Task2. Specialized Competency3. Organizational Structure4. Work Load

Identification of Key Positions

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

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Organization chart w.e.f

Name

Name

NAME

Name

G17

PHOTO PHOTO

PHOTO

Name Name Name

PHOTO

PHOTO PHOTOPHOTO

G16

G14

G-11/12

G-10/9

G13/14

PHOTOName Name

PHOTO PHOTOName Name

PHOTO

Name Name Name

PHOTO PHOTO PHOTO

Name Name Name

PHOTO PHOTO PHOTO

Deptt:

1

2

3

4

Key Positions

Identification of Key Positions

Identify Key Position

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Competency Mapping


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Evaluation of PotentialEvaluation of Potential


Competency Mapping


10/22Evaluation of Potential

Prepare High Potential Selection Grid

3 1

4 2

High Potential

Promotion due as per Career Plan

Well Placed

Last Evaluation Score

ME EE FEE

Promotion

Potential

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Competency Mapping


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Competency Mapping


13/22Replacement Inventory

Key Position-1<Name>




ReadinessScale

Successor –1<Name>


Ready Now




Ready within one year



Ready within 2-3 years

Prepare Replacement Inventory

Priority Position

Deptt :

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Competency Mapping


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Competency Mapping


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Competency Profile

0

1

2

3

4

5

6

7

8

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21

Mr. X(Successor)

Competency Mapping

Training Need

Priority Gaps

TM s Strengths

Position Requirement

Competency MappingCompetency Mapping

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Competency Mapping


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Competency Mapping

Individual Development PlanIndividual Development Plan

19/22Individual Development Plan

Individual Development Plan (IDP)

Name PositionDate

Department

Supervisor

Goals

to be achieved

Competenciesto be learned

or acquired

Actionsto be taken

Resources

that are needed (money, time, etc.)

Time Frame

StartComplete

Short-rangeCritical within present

position (1 year)

Mid-rangeImportant for growth

within present or future position (2 years)

Long-rangeHelpful for achieving

career goals (3 years)

Individual Development Plan (IDP)

Name Position Date Department Manager

Time Frame

Goals

to be achieved

Competencies

to be learned or acquired

Actions

to be taken

Resources

that are needed (money, time, etc.)

Start Complete

Short-range Critical within

present position (1 year)

Mid-range Important for growth within

present or future position

(2 years)

Long-range Helpful for

achieving career goals

(3 years)

Actions will be in the form of

• Classroom Trg.

• Management Development Prg.

• Job Rotation

• Shadow Projects.

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Plan Updates

ResignationsPromotions,& Transfers

Changed Interests,

Strengths orDevelopment

Needs

Reorganizations

Update Replacement Inventory

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Succession Plan Metrics

Metric –1 Percent of positions with ready replacementsMetric –1 Percent of positions with ready replacements

Example : Key Positions Identified : 25 , Ready Replacements : 10

% of positions with Ready Replacements : 40%

Metric-2 Priority positions with limited or no successorsMetric-2 Priority positions with limited or no successors

Metric –3Metric –3 Percent of positions covered by succession plan processPercent 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%

Metric –4 Number of positions filled internally vs. externallyMetric –4 Number of positions filled internally vs. externally

Good (Year wise Trend)




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Conclusion :

This systematic process will enable organizationto identify talented employees and provide education to develop them for future higherlevel and broader responsibilities.

1 /22 SUCCESSION PLANNING MODEL Agenda 1. What is Succession Planning? 2.Succession & Development Planning Process. 3.Succession Plan Updates 4.Succession.

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