GE Succession planning - Presentation Transcript 1. Succession Planning The GE - perspective 2. REASONS WHY SUCESSION PLANNING?

Transition Of Mangers and Leaders Qualified Employees Individual Contributors

3. Q1.- Give an overview of the succession planning @ GE. Following would be the points that can be included for the overall changes that took place o Jacks decision to hand over power to Immelt. as a ideal leader & best suited o Succession planning has started from the CEOs after T.A Edison o rotation and selection of candidates within the organization. o 3 categories of A,B,C were differentiated for the employees across the company o involvement of top management in monitoring top 3000 executives. o CEOs and HR heads used to develop strategies for the Employee development. o individualistic approach for every candidate to develop him to fullest. o Annual performance reviews were done twice a year. o $1 billion was invested [ so money was flown for human development] o global exposure was given to the employee for better management control in other roles and duties.
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Value injection { major help in change} 8 criterions were selected for the CEO post. Ideal CEOs characteristics were identified.

4. Q2.Achievements of GE through Succession Planning o Succession Planning for key jobs, early career sketch, training.

Identify leadership qualities- major tools o Management & leadership development o Manager development, o Executive development, o Business development o Importance of values o Leader or Manager 5. Q3- what are the factors that influence Jack Welche choice of successor? Following are the factors o Immelt immediate measures to cut cost. o Restructuring of GEs Business. o Focus on customer service.(ACFC) o Different management styles. o Focus on long-term strategies. o Immelts focus on R&D and innovation. 6. Q4- what do you think the succession planning really began in beginning? o IN 1994 planning got started and was incubated by GE o Selecting player as players for different tiers of the company o HR reviews and audits helped them to plan in a much better way. o listing down the competencies and qualities required for the planned
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Succession planning in terms of AGE and there involvement in different

business lines to make sure filtering is done in a best possible way. 7. Q5.Why is such an elaborate process Necessary? o It helps Internal development and Recruiting internal employee make sure that the integrity of the organization maintains. o Different kind of Business lines requires experience from within and exposing a new person from outside make friction within the organization. o Developing skills through different sorting system and selection criterion. o It makes a organization more flexible in terms of adaptation of ideas and strategies getting implemented at a smooth phase. Copyrights reserved 2011: Arnab Chatterjee.