SUCCESSION PLANNING Anita Orozco Ph D AGENDA Why
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SUCCESSION PLANNING Anita Orozco, Ph. D
AGENDA Ø Why Bother with Succession Planning Ø Why is it important Ø What happens if we don’t do it Ø How does Succession differ from Replacement Planning Ø Develop the Plan Ø Ø Job analysis How to choose the right position What to include Manage the change Ø Execute the Plan Ø Responsibilities Ø Training, Mentoring and Selecting Ø Evaluate the Plan Ø Success metrics Ø Updating
What is Succession Planning Identifying high potential employees, evaluating and improving their skills and abilities in order to prepare them for advancement Into Short-term or Long-term, business-critical positions
Long-term goals and objectives Identify highpotential candidates Development needs Workforce trends and predictions
Avoid Costs Target key leadership positions at varying levels Extended vacancies, stability Meaningful Opportunities Diverse Workforce Enables the decisionmakers to look at the future of the organization
Succession Planning Agile Workforce Replacement Planning
DEVELOP THE PLAN • • • Key business priorities, goals and challenges Key positions Job analysis People analysis Tools o o o 9 – box Risk Assessment Accept/Manage/Mitigate Successor Assessment 365 -degree feedback
EXECUTE THE PLAN Stay on Track Stay Flexible Stay Current
Risk of Loss Impact of Loss Readiness Potential Metrics Performance
FINAL WORDS • What we covered • What we want to do for our organizations • Why it is important for our organizations • Questions
