succession planning

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Career Planning Succession Planning

Prepared By :

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Career planning

• Career planning is the process by which one selects career goals and the path to these goals.

• The major focus of career planning is on assisting the employees achieve a better match between personal goals and the opportunities that are realistically available in the organization.

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Topics of Discussion

• Need for Career Planning• Employee Career planning process• What Can Employees Do In Career Planning ?• What Can Managers Do In Career Planning ?• Methods of career Planning• Conclusion

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Need For Career Planning

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The Employee Career Planning Process

1. Self Assessment2. Managerial Assessment3. Information Evaluation4. Creating A Plan

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Self Assessment

• This stage assists employees in Setting goals ValuesSkills Behavioural trends• It contributes to identify the level of

employee's emphasis on work-life balance

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Managerial Assessment

• The employees are informed on how the company assess their skills and knowledge and what place they took on company plans (e.g. opportunities for promotion, lateral moves).

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Information Evaluation

• Employees establish the short and long term career goals that are related to respective competence, learning new skills, current designation and promotion. These objectives are discussed with the manager and recorded in the individual career plan.

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Creating a Plan

• During this phase, the employees determine how to achieve these short and long term career goals.

These plans may include Attending lectures and seminars. Applications to fill vacancies within the company Participating in interviews

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What Can Employees Do In Career Planning ?

• Take the initiative in the sense of requiring feedback from peers and chiefs regarding the strengths and weaknesses of their skills

• Identify the stage of career development and the career needs

• Seize as many opportunities to learn

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What Can Managers Do For Career Planning ?

• Design and implement standards of performance assessment

• Manager may refer the employee to assess his motivations and choices regarding career & professional goals

• Systematic encouragement and support of staff during the implementation of the agreed choices for career

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Methods of Career Planning

1. Career Planning Workbooks2. Career Planning Workshops3. Career Counseling4. Career Self management training

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Career Planning Workbooks

Several organizations prepared work books to guide their employees individually through

1. Systematic self assessment of values2. Interests 3. Abilities 4. Goals 5. Personal development plans.

e.g. General Motors career development guide contains a section called “What do

you want your future to be” in which employees make a personal evaluation.

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Career Planning Workbooks

Some Organizations prefer to use work books written for the general public popular one includes

• Richard N. Bolles’s “What Color is your parachute” • John Holland’s “Self Directed Search”• John W. Slocum & G. Scott King “How to pack your career parachute”

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Career Planning Workshops

It helps in• Make career decisions• Set career goals • Create career options• Seek career planning information• Build Confidence & self esteem

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Career Counseling

Career Counseling involves talking with employees about their

Current job activities & performance Performance Personal and career interest & goals Personal skills Suitable career development objectives

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Career Self management training

Two Major objectives are :1. Helping employees to continuously gather

feedback & information about their careers 2. Encouraging them to prepare for mobility

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Career Planning Conclusion

There is nothing more rewarding that doing something you enjoy and getting paid for it

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Succession Planning

• Succession planning is a strategic approach to ensure that necessary talent and skills will be available when needed.

• Essential knowledge and abilities will be maintained when employees in critical positions leave.

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Topics of Discussion

1. Need for Succession planning2. Who are Successors?3. Steps of Succession Planning4. Executive Replacement Chart5. Succession planning check list6. Conclusion

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Need of Succession Planning

Succession planning has been identified in the Corporate HR Plan as a key initiative for addressing a number of critical human resource issues including

An aging workforce Increasing turnover rates Fast-paced changes in workThe need for a diverse workforce at all levels.

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Who are Successors?

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Steps of Succession Planning

Identify critical position

Identify competencies

Identify succession management strategies

Document and implement succession plans

Evaluate Effectiveness

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Identify critical positions

• Workforce projection data or demographic analysis is essential in identifying risk areas.

• A risk assessment may also be conducted and compared to current and future vacancies to identify critical positions within your organization

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Identify competencies

Understanding of capabilities needed for successful performance in key areas and critical positions.

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Identify succession management strategies

Choose from a menu of several human

resource strategies, including developing internal talent pools, on boarding and recruitment to address succession planning.

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Document and implement succession plans

Action Plan provides a mechanism for clearly defining timelines and roles and responsibilities.

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Evaluate Effectiveness

To ensure that the department or agency’s succession planning efforts are successful, it is important to systematically monitor workforce data, evaluate activities and make necessary adjustments

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Executive Replacement Chart

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Succession Planning Conclusion

Succession Planning is a process in which for every individual in a critical position, a successor has been planned. The successor is a potential replacement who could take charge immediately

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