A

Presentation
on

Succession Planning
NagabhushaN
VTU,Belgaum

Definition of Succession Planning

Succession planning is a means of identifying critical

management positions starting at manager and supervisor
levels and extending up to the highest position in the
organization.
William J. Rothwell
Effective Succession Planning (2001)

Succession planning should not and must not stand alone.

It must be paired with succession management which
creates a more dynamic environment.

Need for Success Planning

Need for future growth and skill
development
Proactive approach to fill key potential
vacancies
Aligns mission with workplace planning
strategy

Succession Planning
and Management

A deliberate and systematic effort by an

organization to:
ensure leadership continuity in key positions
retain and develop future intellectual and
knowledge capital
encourage individual advancement
Integrated into the HR System
Succession Planning is managed to ensure
success
Should also address the needs for critical backups
and individual development in any job category

Your Role In
Succession Planning
As a manager, its your role to ensure:
Identify key replacement needs and the high-potential people and
critical positions to include in the succession plan
Clarify present and future work activities and work results
Compare present individual performance and future individual
potential
Establish individual-development plans (IDPs) to prepare replacements
and to develop high-potential workers

Succession Planning
Do you have an established succession
plan?
Replacement versus Succession Planning
Do they have the skills and experience need
to fill critical positions?

Succession Planning Components

Leadership
Support

2. HR Audit
Develop a Pool of High Gain Buy-in from Senior
Management
Potential Candidates Identify Top Leadership Experience,
Monitor and Evaluate Progress and Results
Make Adjustments

1. Replacement
Planning

Education, and Job Experience

Integrated
Leadership
Development

Identify Readiness of
Successors for Key Positions
Review Performance and
Development with Key
Management Staf

5. Create
Development
Opportunities
Developmental Activities/Projects
Mentoring/Coaching
Create a Leadership Succession Plan

3. Identify High
Potential Successors
Establish nomination criteria.
Experience, Education, Manager/Mentor
Recommendation

4. Identify
Successor
Developmental
Needs
Identify skills gap, set goals, create
development plan
Determine measurable goals and
outcomes

Establishing a Succession Plan

Understand the critical position being vacated - what
are the requirements of the job
Benchmark the job against future job requirements
Determine what the ideal candidate will look like
Evaluate potential replacements
Determine their performance and potential readiness
level
Establish a Development Plan and Goals
Implement development plan
Provide Coaching and Feedback
Track and Monitor the plan

Steps in Succession Planning Process

1. Gain Buy-in from Senior Management
2. Identify succession planning purpose and goals.
3. Assess the organizations current and future business strategy and top leadership
replacement needs.
4. Identify and analyze key positions.
5. Assess candidates against job and competency requirements.
6. Identify development strategies.
7. Define succession planning process and procedures.
8. Communicate and implement succession planning.
9. Collect information from employees regarding their career interests and expertise.
10. Assess employee competencies.
11. Create individual development plans.
12. Select people to potential fill positions.
13. Develop, select, and schedule training and development programs.
14. Monitor progress.
15. Measure and evaluate outcomes.

Succession Planning Policy

Identifying those employees who have the right skills to
meet the challenges facing the organization
Evaluate the quality and readiness of named successors
Define development requirements and implement
development plan
Review performance and development with key
management staff
Make recommendations
Monitor and evaluate progress and results

Checklist to Succeed
Identify a systematic approach for identifying, nominating and selecting
potential successors
Review background information on potential successors, such as education,
experience, skills, appraisals and potential
Determine training and development requirements of potential successors
Develop skills of potential successors through work experiences, job
rotation, projects and other challenging assignments
Establish a system for monitoring candidate's development plan progress by
senior management
Succession planning must include a system for providing feedback and
encouragement to potential successors

Conclusion
Succession planning should not and must not
stand alone.
It must be paired with succession management
which creates a more dynamic environment.

Thank You