Hi, I want build a succession plan in my company. I need help for this job. Thanks Cecilia
From Portugal, Porto
From Portugal, Porto
hi cicilia....
just go thru the structure of ur org.....
see from how many years a particular
emplyee is working, wat was his career plan
how much he has acheived....
wat company thinks abt his grwoth...
basied on this make succession planning...
try to make some questinnaire for this....
divya
From India, Bangalore
12just go thru the structure of ur org.....
see from how many years a particular
emplyee is working, wat was his career plan
how much he has acheived....
wat company thinks abt his grwoth...
basied on this make succession planning...
try to make some questinnaire for this....
divya
From India, Bangalore
Dear Cecilia,
Succession Planning is a very important HR Activity in any forward looking organization. There are certain key posts in the company which are really crucial to the functioning of the company and these are included in the ambit of SP.
Threfore, follow the steps given below:-
(a) Identify the key posts in your org.
(b) List out the competencies required for each of these posts.
(c) Carry out Competency Mapping of personnel functioning in the same space, but one rung lower.
(d) Shortlist personnel who have the necessary competencies/ show certin basic signs, which could be built upon.
(e) Train/ Groom these personnel to fill up the higher level posts.
This, in short, is Succession Planning. The main theme is to use internal talent to fill crucial posts in the company - this brings about better motivation, better job fit, attracts good talent, etc.
Go ahead and give it a shot !!
Regards
From India, Madras
Succession Planning is a very important HR Activity in any forward looking organization. There are certain key posts in the company which are really crucial to the functioning of the company and these are included in the ambit of SP.
Threfore, follow the steps given below:-
(a) Identify the key posts in your org.
(b) List out the competencies required for each of these posts.
(c) Carry out Competency Mapping of personnel functioning in the same space, but one rung lower.
(d) Shortlist personnel who have the necessary competencies/ show certin basic signs, which could be built upon.
(e) Train/ Groom these personnel to fill up the higher level posts.
This, in short, is Succession Planning. The main theme is to use internal talent to fill crucial posts in the company - this brings about better motivation, better job fit, attracts good talent, etc.
Go ahead and give it a shot !!
Regards
From India, Madras
Hi Cecilia,
Relevant steps as below:
1. Draw up. dept. wise Organization Charts
2. Put Positions and individual names in org. boxes.
3. Get crisp summary of each person with respect to his Performance Rating [Last 2 at least], Potential Rating etc.
4. Also get data on time spent on the current job.
5. Identify next level [Direct Reports]
6. Have similar data on Performance-Potential-Time Spent on the job
7. Also, assess their readiness in terms of moving to next level with respect to time i.e 0-6 Months/6-1.5 Yrs/1.5 Yrs-3 Yrs/Beyond 3 years
8. Wherever we have Readiness to move beyond 3 Years, there's a risk element and stronger pipe-line should be build in those areas.
9. Answers could be Developmental Initiatives, External Hiring etc.
Hope this helps.
Tx,
Rajesh
From India, Mumbai
Relevant steps as below:
1. Draw up. dept. wise Organization Charts
2. Put Positions and individual names in org. boxes.
3. Get crisp summary of each person with respect to his Performance Rating [Last 2 at least], Potential Rating etc.
4. Also get data on time spent on the current job.
5. Identify next level [Direct Reports]
6. Have similar data on Performance-Potential-Time Spent on the job
7. Also, assess their readiness in terms of moving to next level with respect to time i.e 0-6 Months/6-1.5 Yrs/1.5 Yrs-3 Yrs/Beyond 3 years
8. Wherever we have Readiness to move beyond 3 Years, there's a risk element and stronger pipe-line should be build in those areas.
9. Answers could be Developmental Initiatives, External Hiring etc.
Hope this helps.
Tx,
Rajesh
From India, Mumbai
Hi! all Iam Anushka Sharma. I am also working on Sucession Planning for my orgnization. Here I am attaching presentaion which I gave to my Management. Regards,
From India, New Delhi
From India, New Delhi
Hi Cecilia,
We would like to thank the following members - Rajesh, Vinu415 & Divya
for their valuable inputs.
And special credit to Anushka Sharma for succint PPT which is a broad guideline as how succession planning should be carried out.
It's a tough task laid out ahead and many issues need to be dealt with as well and ensure a "buy in" from the top Management.
Would recommend that you read article on the Succession Planning Crisis faced by companies in latest Bussiness Today dated 17th Dec'06 " Whose Next" where blue chip companies like Tata's, HDFC,Godrej are addressing these vexed issue..just imagine a professional company like L&T - where A Naik was asked to stay on till the age of 70 till a successor is identified..while GE's Jack Welch followed the structured process to find the successor in Jeffery Immelt among the following other two candidates Bob Nardelli and Jim McNearny. These two professionals after losing the race to leadership to Jeffery moved to other companies as CEOs.. Bob to Hoem Depot and Jim to 3 M !..
While family owned companies like Godrej, Thermax,United Breweries, Marico Industries etc who follow the policy of primogeniture are better off than the professionally run companies
Frankly in India, it becomes a academic exercise and top positions are from the lateral movements from different industries..perhaps its time for us HR professionals to have a reality check and relook at these issues with a different perspectives!..
Any ideas/views as how successful these Indian companies have been in this process..? and how this can be addressed?..
Regards,
Rajat Joshi
From India, Pune
We would like to thank the following members - Rajesh, Vinu415 & Divya
for their valuable inputs.
And special credit to Anushka Sharma for succint PPT which is a broad guideline as how succession planning should be carried out.
It's a tough task laid out ahead and many issues need to be dealt with as well and ensure a "buy in" from the top Management.
Would recommend that you read article on the Succession Planning Crisis faced by companies in latest Bussiness Today dated 17th Dec'06 " Whose Next" where blue chip companies like Tata's, HDFC,Godrej are addressing these vexed issue..just imagine a professional company like L&T - where A Naik was asked to stay on till the age of 70 till a successor is identified..while GE's Jack Welch followed the structured process to find the successor in Jeffery Immelt among the following other two candidates Bob Nardelli and Jim McNearny. These two professionals after losing the race to leadership to Jeffery moved to other companies as CEOs.. Bob to Hoem Depot and Jim to 3 M !..
While family owned companies like Godrej, Thermax,United Breweries, Marico Industries etc who follow the policy of primogeniture are better off than the professionally run companies
Frankly in India, it becomes a academic exercise and top positions are from the lateral movements from different industries..perhaps its time for us HR professionals to have a reality check and relook at these issues with a different perspectives!..
Any ideas/views as how successful these Indian companies have been in this process..? and how this can be addressed?..
Regards,
Rajat Joshi
From India, Pune
Hi Cicilia.... Please let me know if you have done something more on this topic as I am also working on same topic it will also help me. Regards, Anushka Sharma
From India, New Delhi
From India, New Delhi
Dear Anushka Your presentaion is very good and gives a lot of insight. Keep posting such informaion. Smita
From India, Delhi
From India, Delhi
Hi Mam! That's really a great piece of valuable information on successsion planning. Myself Aravind persuing MBA(HR), and also doing summer internship on the above mentioned topic. If you have got any more information please send me, so that I would be thankful to you.
From India, Hyderabad
From India, Hyderabad
Thank you for all your sharing in this topic. I also prepare to build a sucession plan for our company, however, we have not yet defined in details a competencies that is useful for Sucession planing program. In such, I can not imagine what forms should I need to draft for the process. Any sharing about policy or template/ form related to this topic is appreciate. Many thanks
From Vietnam, Ho Chi Minh City
From Vietnam, Ho Chi Minh City
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Succession planning.pdf
SUCCESSION PLANNING.ppt