Succession Planning 1208179020769143 8

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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
1. What is Succession Planning?
2/22
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.
3/22
Succession & Development Planning
Process
4/22
Identification of key Positions

Evaluation of Potential
Replacement Inventory
Competency Mapping
Individual Development Plan
5/22

Competency Mapping
Identification of Key Positions
6/22
Definition of key position:

A key position is one that exerts critical influence on the organization's
activities-strategically, operationally or both.
Key Position Criteria

1.
2.
3.
4.
Critical Task
Specialized Competency
Organizational Structure
Work Load
If answer of any criteria is Yes then it is Critical Position
Identification of Key Positions
7/22
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

Competency Mapping
9/22
Competency Mapping
10/22
Prepare High Potential Selection Grid
High Potential
Promotion
Potential
Promotion due as
per Career Plan
Well Placed
ME
EE
Last Evaluation Score
FEE
11/22

Competency Mapping
12/22

Competency Mapping
13/22
Prepare Replacement Inventory

Deptt :
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
14/22

Competency Mapping
15/22

Competency Mapping
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
17/22

Competency Mapping
18/22

Competency Mapping
19/22
Individual Development Plan (IDP)

Name
Position
Department
Goals
to be achieved
Date
Manager
Competencies
to be learned
or acquired
Actions
to be taken
Resources
that are needed

(money, time, etc.)
Time Frame
Start
Complete
Short-range
Critical within
present position
(1 year)
Actions will be in the form of

Classroom Trg.
Management Development Prg.
Job Rotation
Mid-range
Important for
growth within
present or
future position
(2 years)
Long-range
Helpful for
achieving career
goals
(3 years)
Shadow Projects.
20/22
Plan Updates
Update Replacement Inventory
Promotions,
& Transfers
Resignations
Changed
Interests,
Strengths or
Development
Needs
Reorganizations
21/22
Succession Plan Metrics

Metric 1 Percent of positions with ready replacements
Example : Key Positions Identified : 25 , Ready Replacements : 10
% of positions with Ready Replacements : 40%
Good (Year wise Trend)
Metric-2 Priority positions with limited or no successors
Metric 3 Percent 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. externally

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.

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1/22

SUCCESSION PLANNING MODEL

1. What is Succession Planning?

Succession Planning is the Process of identifying and

In nutshell Strategic Planning will help :1.

To plan Career Path for talented Team Members.

Succession & Development Planning

Identification of key Positions

Identification of key Positions

Identification of Key Positions

Definition of key position:

Key Position Criteria

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

Identification of Key Positions

Identification of key Positions

Identification of key Positions

Prepare High Potential Selection Grid

Identification of key Positions

Identification of key Positions

Prepare Replacement Inventory

Identification of key Positions

Identification of key Positions

Identification of key Positions

Identification of key Positions

Individual Development Plan

Individual Development Plan

Individual Development Plan (IDP)

that are needed

Actions will be in the form of

Update Replacement Inventory

Succession Plan Metrics

Good (Year wise Trend)

Metric-2 Priority positions with limited or no successors

Good (Year wise Trend)

Metric 3 Percent of positions covered by succession plan process

Example : Total Positions : 50 , Key Positions covered by Succession Plan : 25

Good (Year wise Trend)

Metric 4 Number of positions filled internally vs. externally

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