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Planning
Objectives
Introduction
Mitesh Gogoi Is The Vice President Of AOS Group Of Companies.
He Has Planned To Retire Next Year.
You Can See From The Above Situation That Finding A Suitable Person For
Such A High And Strategic Position Takes Time And Also Effort.
However, He Is Deeply Worried As He Has To Find A Suitable Person To Fill
His Position Before He Leaves The Organization.
It May Be Possible To Develop Certain High Performers For This Role.
Such Crucial Tasks Can Be Done Effectively And In A Timely Fashion
Through Proper Succession Planning.
Let Us Learn About Succession Planning Or In Detail.
1. Explain What Is
Succession Planning ?
Identifying and
developing
successors for critical
positions
Understanding the
organization's long-term
goals and objectives
Demand Analysis
Solution
Analysis
GAP Analysis
Comparison of
future
workforce
competencies
with future
needs
Analysis of how
workforce
demographics
will change
Identifying
areas in which
management
action will be
needed to
reach
workforce
objectives
Planning
workforce
transition
Employee
development
and retraining
Changes in
staffing patterns
Availability of
accurate input
data
Involvement and buyin from top
management,
program managers,
and human resource
managers.
Employee
Involvement
HR serves in a consulting
role but management
owns the process
Good
communication
and marketing
Replacement Management
Replacement
Management is the process
of ensuring that pools of
skilled employees are
trained and available to
meet the strategic
objectives of the
organization.
It follows a process
for finding employee
for key managerial
positions.
Encourage the
advancement of diverse
groups
Provide opportunities
for high-potentials
Identify
replacement needs
Align Succession
Management Plans
with Strategy
Identify the Skills and
Competencies Needed to Meet
Strategic Objectives
Organizational
assessment survey /
focus groups
Preliminary data
analysis / determine
metrics
Recruitment strategies
and training
Corporate image
enhancement
Performance
management advice
and expertise
Design of training and
development strategies
Review position descriptions,
functional statements, and
crediting plans
Assessment
of Key
Positions
Development
Monitoring &
Review
Generation of
Development
Plans
Identification
of
Key Talent
Assessment
of
Key Talent
Recognition:
The employees who are trained to take a position at
higher
level feel that their services are recognized and rewarded by the
organization.
12
3
4
56
7
8
910
11
12
A succession
planning
review is
usually done
semi-annually.
What strategies
should you be
considering for
your succession
planning process.
Ensuring
continuity and
minimizing
disruption
the
organization
stays focused
on achieving
its objectives
Increasing the
Providing the
effectiveness of
groundwork for
leadership
development achieving future
goals and
investments
improving the
performance of
the organization
Providing
Providing a
more
Delivering higher
platform for
challenging
performance
preparing the development
now as targeted organization for
opportunities
development
the future and
and career
increases the
driving the
path
skills of staff for changes in the
opportunities
their current
culture and
positions
operations
needed in order
to be successful
Thank You
Presented By -
AOS