Documente Academic
Documente Profesional
Documente Cultură
2/22
To prepare Team Members for leadership roles and make them ready
for new roles as & when need arises.
2.
3.
Risk Management.
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Process
4/22
Succession & Development Planning
5/22
Succession & Development Planning
6/22
Critical Task
Specialized Competency
Organizational Structure
Work Load
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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
9/22
Succession & Development Planning
Evaluation of Potential
Replacement Inventory
Competency Mapping
Individual Development Plan
Evaluation of Potential
10/22
High Potential
Promotion
Potential
Promotion due as
per Career Plan
Well Placed
ME
EE
Last Evaluation Score
FEE
11/22
Succession & Development Planning
12/22
Succession & Development Planning
Replacement Inventory
Competency Mapping
Individual Development Plan
Replacement Inventory
13/22
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
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Succession & Development Planning
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Succession & Development Planning
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
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Succession & Development Planning
18/22
Succession & Development Planning
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Position
Department
Goals
to be achieved
Date
Manager
Competencies
to be learned
or acquired
Actions
to be taken
Resources
Time Frame
Start
Complete
Short-range
Critical within
present position
(1 year)
Long-range
Helpful for
achieving career
goals
(3 years)
Shadow Projects.
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Plan Updates
Promotions,
& Transfers
Resignations
Changed
Interests,
Strengths or
Development
Needs
Reorganizations
21/22
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.