Scribd Logo
Upload

Welcome to Scribd!

  • 35 views

    Career & Succession Planning: Human Resource Management - Divyanshu Roy

    Uploaded by

    Mahendra Daiya
    This document discusses career and succession planning. It defines career as the sequence of employment positions held over a lifetime, and succession planning as ensuring leadership continuity in key positions. The key aspects covered include: - The need for career planning is to attract and retain competent employees and provide promotional opportunities. - Succession planning identifies critical positions, analyzes required competencies, develops plans to address gaps, and monitors progress. - Both processes provide benefits like satisfying employee needs, improving performance and commitment, while ensuring availability of skilled staff for organizations.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd

    Career & Succession Planning: Human Resource Management - Divyanshu Roy

    Uploaded by

    Mahendra Daiya
    35 views20 pages
    This document discusses career and succession planning. It defines career as the sequence of employment positions held over a lifetime, and succession planning as ensuring leadership continuity in key positions. The key aspects covered include: - The need for career planning is to attract and retain competent employees and provide promotional opportunities. - Succession planning identifies critical positions, analyzes required competencies, develops plans to address gaps, and monitors progress. - Both processes provide benefits like satisfying employee needs, improving performance and commitment, while ensuring availability of skilled staff for organizations.

    Original Description:

    career

    Original Title

    Careersuccessionplanning 150307063130 Conversion Gate01

    Copyright

    © © All Rights Reserved

    Available Formats

    PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    This document discusses career and succession planning. It defines career as the sequence of employment positions held over a lifetime, and succession planning as ensuring leadership continuity in key positions. The key aspects covered include: - The need for career planning is to attract and retain competent employees and provide promotional opportunities. - Succession planning identifies critical positions, analyzes required competencies, develops plans to address gaps, and monitors progress. - Both processes provide benefits like satisfying employee needs, improving performance and commitment, while ensuring availability of skilled staff for organizations.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    35 views20 pages

    Career & Succession Planning: Human Resource Management - Divyanshu Roy

    Uploaded by

    Mahendra Daiya
    This document discusses career and succession planning. It defines career as the sequence of employment positions held over a lifetime, and succession planning as ensuring leadership continuity in key positions. The key aspects covered include: - The need for career planning is to attract and retain competent employees and provide promotional opportunities. - Succession planning identifies critical positions, analyzes required competencies, develops plans to address gaps, and monitors progress. - Both processes provide benefits like satisfying employee needs, improving performance and commitment, while ensuring availability of skilled staff for organizations.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 20

    CAREER & SUCCESSION PLANNING

    Human Resource Management

    -Divyanshu Roy
    Career

    The sequence of employment positions that a person has held over his
    or her life time.
    An occupation undertaken for a significant period of a person's life
    and with opportunities for progress.

    Your career is your business, its


    time for you to manage it as CEO
    Anonymous
    Features

    Career develops over time.


    It is individual who ultimately judge the success of his career.
    Career is experiencing psychological success.
    Career includes many different positions, transition and organization.
    Perspective

    Organizational Individual
    Career Planning

    Career planning can be defined as a sequence of separate but related


    work activities that provides continuity, order and meaning in persons
    life.

    OR

    Career planning is the process by which one selects career goals, and
    the path of these goals. Career development is those personal
    improvement one undertakes to achieve a personal career plan.
    Need for Career Planning

    To attract competent persons and to retain them in the organization.


    To provide suitable promotional opportunities.
    To enable the employees to develop and take them ready to meet the
    future challenges.
    To increase the utilization of managerial reserves within an
    organization.
    Features of Career Planning

    Career planning follows the bottom up approach.


    Its not a one time affair but an ongoing process.
    It aims at matching the individuals career goals.
    It means of achieving employees progression and organizational
    efficiency.
    It is collective responsibility of both the individual employee and
    organization.
    Its normally made in dynamic environment.
    Career Planning Process

    Identify individuals Needs & Aspiration

    Analysing Career Opportunity

    Identifying Congruence & Incongruence

    Action Plans & Periodic Reviews

    ORGANIZATIONAL LEVEL
    Self Assessment

    Research & selection of


    Career

    Short & Long Term Goals

    INDIVIDUAL LEVEL
    Advantage of Career Planning

    INDIVIDUAL LEVEL ORGANIZATIONAL LEVEL


    Satisfy employees esteem Ensure the availability of HR
    needs with required skill knowledge
    Improve employees and talent
    performance on job Improve the organizations
    Enhances employees ability to attract & retain
    commitment highly skilled employee
    Satisfy the employee
    Increases morale of employee
    expectations
    Protecting employees interest
    Problems in Career Planning

    Problems Mobility

    Career & Family

    Dual Career Family


    Succession Planning

    A deliberate and systematic effort by an organization to ensure


    leadership continuity in key positions, retain and develop intellectual
    and knowledge capital for the future, and encourage individual
    advancement.
    Ensures that employees are recruited and/or developed to fill each
    key role
    Ensures that we operate effectively when individuals occupying
    critical positions depart.
    May be used for managerial positions or unique or hard-to fill roles.
    Align bench strength for replacing critical positions.
    Steps in the process

    Phase 1: Identify Key/Critical Positions


    Phase 2: Conduct Position Analysis
    Phase 3: Develop Succession Plan
    Phase 4: Monitor, Evaluate, Revise
    Phase 1: Identify Key/Critical Positions

    Key Contributor- in achieving the organizations mission or would


    hinder vital functions
    Specialized Leadership The position requires specialized or unique
    expertise
    Geographic The position is the only one of its kind in a particular
    location
    Vacancy- Position will be vacant due to retirement/advancement in
    the organization/lateral moves
    Phase 2: Conduct Position Analysis

    What are the external and internal factors affecting this position?
    What competencies or skill sets will be required?
    What are the gaps (competencies or skill sets not possessed by the
    current staff)?
    What strategies will be used to address the gaps?
    Phase 3: Develop Succession Plan

    The succession plan is the culmination of Phases 1 and 2.


    Reviews of the individual positions and high turnover job classes are
    rolled into one document and gaps and strategies are formulated at
    an organizational or unit level.
    The strategies to overcome the gaps are outlined to include target
    completion dates, responsible parties and required resources.
    Phase 4: Monitor, Evaluate, Revise

    Select evaluation period-typically reviewed annually


    Be prepared to respond rapidly to unforseen changes to the plan
    Status/Progress updates should be monitored via the succession
    planning template
    Succession Planning

    BENEFITS DISADVANTAGE
    Enabling seamless transition Difficulty in selecting the right
    people and determining their
    Back up staff
    developmental needs
    Having skills and knowledge for
    Potential for grooming for positions
    emergency situations as well as
    that may not be there in the future
    future needs
    Difficulties in maintaining the
    Enhanced staff motivation motivation levels
    Reduced cost and time for training Possibility of poaching by other
    for replacement organizations
    Inherent cost of training and
    mentoring

    The best way to predict
    future, is to create one.

    Abraham Lincoln

    THANK YOU

    You might also like