SUCCESSION PLANNING PRESENTATION MBA presentation 1

Benefits of Succession Planning 2... Presentation Overview Create a clear definition of Succession Planning Understand why Succession Planning is important Understand how Succession P

SUCCESSION PLANNING

1

Succession Planning

3 Benefits of Succession Planning

2 What & Why

Succession

Planning

1 Presentation

Overview

4 Key Success

Factor

AGENDA

2

5 Q&A

1 Presentation Overview

Create a clear definition of Succession Planning

Understand why Succession Planning is important

Understand how Succession Planning

impacts you

Overview a clear and effective

Succession Planning process

Succession Planning is a

process of identifying,

developing and

transitioning potential

successors for the

companies present and future key roles, aligned with the talent and ambitions of its current employees and talent network.

2 What is Succession Planning

4

An example of replacement chart

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Succession Planning Grid

High Leadership Potential/ Low Performance

High Leadership Potential/High Performance

Low Leadership Potential/ Low Performance

Low Leadership Potential/High Performance

Current Performance

Career Development Planning

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Example at PV Drilling

Individual Development Plan (IDP)

Apple

"The Siemens Leadership Framework is a big step forward in establishing a culture

of inclusiveness that empowers employees to realize their full potential We now use one common language worldwide for all key Human Resources processes This makes evaluations of Performance, Potential and Expertise comparable throughout Siemens."

(Peter Löscher, Chairman)

Individual

Resume and Self

Assessment

 Complete one page Resume- Career History, Skills and Development needs

 Show ideal next moves, as discussed with Associates Manager

Chronological

In-Depth structured

Interviews

 Examine key accomplishments, failures, mistakes

 Assessment and Development report generated

Performance

Appraisal

 Completed by direct managers

 Includes Associate’s reactions to the assessment, 360° feedback

Latest Career

Potential

Assessment

 A manager two levels above the reviewed individual formulates and assessment of the potential

GE’s Session C aims to review performance, identify rising talent, have a cross-calibration of talent across the organisation and plan for the succession planning or leadership development actions

Effective Succession Planning: Key Elements

Assessment of Key Positions

Identification of Key Talent

Assessment of Key Talent

Development of Action Plans

Monitoring & Review

Key Elements

Top Management, Function Management

& HR

Leadership potential, skills, knowledge, attitude & ambition Top Management,

Function Management & HR

Top Management,

Function Management

& HR

Top Management,

Function Management

& HR

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To ensure the long-term stability, continuity and

sustainability of PVD-DD.

To optimize PVD-DD’s ability to attract and retain talented people.

To create a strategy for developing ‘high potential’ leaders and managers.

To create opportunities for team members who want to embrace leadership role.

One of the most important actions leaders take is the development

of their subordinates—leaders must ensure there is always

someone ready to take their place.

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3

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2.Why Succession Planning

3 Benefits of Succession Planning

Optimize Leadership &

Managerial Effectiveness

Optimize Leadership &

Managerial Effectiveness

Attract, retain (minimize turnover) and develop the best people.

Attract, retain (minimize turnover) and develop the best people.

Reduce costs

(by reducing turnover

and recruitment

expense, while

ensuring you have a

strong, qualified

‘bench’),

Increase Value

Reduce costs

and recruitment

expense, while

ensuring you have a

strong, qualified

‘bench’),

Increase Value

Aligns People and Business Strategy

Aligns People and Business Strategy

Operate most

efficiently,

effectively and

productively

Operate most

efficiently,

effectively and

productively

EFFECTIVE SUCCESSION PLANNING

EFFECTIVE SUCCESSION PLANNING

Invest your limited developmental resources wisely

Invest your limited developmental resources wisely

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4 KEY SUCCESS FACTORS

Clear Program

Goals

Employee Commitment to

learn

Senior Leader

Commitment

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For 04 Learning Methods

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On-The-Job Experiences

Mentoring or Coaching

Training or Continuing Education

Motivated Self-Development

55-65%

25-30%

Picture for illustration purpose only

Choosing to be

PROACTIVE vs REACTIVE

Thank You!

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