SUCCESSION PLANNING REDEFINED?

Succession planning is an organization strategy which outlines the pro-active planning and re-active measures that an organization needs to put in place, in it’s journey towards becoming a world-class organization with mature processes and established business practices.

Best-Fit Recruitment Strategies, Forward-looking Retention Strategies and key Learning & Development strategies are the most effective techniques for a rewarding succession planning.

SUCCESSION PLANNING LIFE CYCLE

• Strategic workforce planning

• Employees commitment to self development

• Clear vision and strategic goals

• Succession planning

• Leadership commitment

• Gap analysis

• Identify best -fit talent pools

• Evaluate effectiveness

• Design and develop succession strategies

• Implement succession strategies

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STRATEGIC WORKFORCE PLANNING

• Identifying the long-term vision and strategic direction well in advance

• Analysing future requirements for people and process

• Using past data and lessons learnt

• Aligning succession planning to the DNA of the organization

• Aligning succession planning to the organizational goals

  
  

GAP ANALYSIS

• Identifying core /domain and technical competency requirements

• Determining current level of competencies and skills

• Anticipate demand for developed competency areas and skill areas

• Determining talents needed for the long term organizational growth

• Identifying “real” continuity issues

• Develop a business /department plan based on long-term talent needs, and not on immediate position replacement

  
  

IDENTIFY BEST-FIT TALENT POOLS

• Aligning candidate pools vs. development of positions

• Identifying talent with critical competencies for multiple levels /job families – typically early in careers and in planned periodicity

• Assessing competency and skill levels of current workforce, using assessment instrument(s)

• Using 360° feedback / 3600 training need analysis for employee development

• Analyzing external talent sources in case of lack of internal talent pools

DESIGN AND DEVELOP SUCCESSION STRATEGIES

• Identifying recruitment strategies like recruitment & relocation bonuses

• Identifying retention strategies like retention bonuses & quality of work life programs

• Identifying development/learning strategies like Planned job assignments, coaching and mentoring, periodic assessments & feedback and action learning projects

  
  

IMPLEMENT SUCCESSION STRATEGIES

• Implementing recruitment strategies (e.g., recruitment and relocation bonuses)

• Implementing retention strategies (e.g., retention bonuses, quality of work life programs)

• Implementing development/learning strategies (e.g., planned job assignments, coaching & mentoring & formal development)

• Linking succession planning to HR Processes like Performance Management, Compensation, Rewards & Recognition, Recruitment & Retention and Workforce planning

  
  

EVALUATE EFFECTIVENESS

• Tracking succession selections from Talent Pools

• Analyzing Leadership feedback on success of internal talent and internal promotional hires

• Analyzing satisfaction surveys from customers, employees, and stakeholders

• Assessing quality and quantity of response to changing requirements and needs

By – Mahesh P.K

         Director

         Aavishkaar Consulting