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The Importance Of Succession Planning

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Saicy Teo

on 29 October 2013

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Transcript of The Importance Of Succession Planning

The Importance Of Succession Planning
What is Succession Planning?
Generations in the Current Workforce
Succession Planning Development
Creating a Succession Plan
Talent Management Systems
Positives and Negatives
The Importance of Succession Planning
What are some negatives and positives to succession planning?
Why do YOU believe succession planning is important?
So you want to create a succession plan
Identify critical positions in the company
Determine skills that need to be acquired
Find and evaluate potential successors
Involve leaders
Committing to development and monitoring progress
Evaluate effectiveness
Now that you know...
Talent Management Systems
Human Concepts
Just for CEO
Replacement Planning
Ready now philosophy
Reflection of the past
Planning for the future
For all positions
Continuous process
Talent identification
Employee development
What is Succession Planning?
Is Not
How would you develop a succession plan?
Poor Performance
Appointing someone too quickly
Top management support deficiency
Employee "Burnout"
Acceptance Failure

Continuous employee development
Employee retention
Providing stability in leadership
Knowledge transfer
Trust in organization
Weakness discovery

The primary objective of succession planning is to identify, evaluate, and develop human capital within an organization to achieve longevity and tackle unexpected events, while simultaneously creating a strategic road map for the future
Hollie Conley
Jacquie Roby
Daryl Jones
Brittney Lunsford

Question #1
Question #2
Question #3
American Management Association. (2011). Organizational Bench Strength and Succession Plans [Case Study].
www.shrm.org. Retrieved October 8, 2013 from http://shrm.org/Publications/hrmagazine/EditorialContent

Art , Jacoby. (2012). Advantages and Disadvantages of Succession Planning. Businessgrowthconsultant.com.
Retrieved October 7, 2013 from www.businessgrowthconsultant.com/advantages-and-disadvantages-of-succession-planning/.

Bureau of Labor Statistics. (2012). Household Data, Not Seasonally Adjusted: Table A-13: Employment Status
of the Civilian Noninstitutional Population by Age, Sex, and Race. www.bls.gov. Retrieved October 12, 2013
from http://bls.gov/cps/cpsaat03.pdf.

Henneman III, Herbert G., Judge, T.A., Kemmeyer-Muller, J.A. (2012). Staffing Organizations. New York:
McGraw Hill Irwin, Print.

Lois, Melborne. (2009). Succession Planning Steps. www.acquire.com. Retrieved October 7, 2013 from

Navigo. (2009, November 11). Plan for Succession: Identify Baby Boomers on your Org Chart.
www.navigo.com. Retrieved on October 7, 2013 from http://blog.navigo.com/au/tag/succession-planning/.

Swift, Persis. (2012, July 19). 4 Benefits of Succession Planning for your Workforce. www.capital.org. Retrieved
October 7, 2013 from http://blog.capital.org/4-benefits-of-succession-planning-for-your-workforce/.

In the Current
Job Analysis

HR Planning
Succession Planning

Succession Planning Development
Determine HR Requirements
Statistical Techniques
Judgmental Techniques
Determine HR Availabilities
Manager Judgment
Markov Analysis
Gap Analysis
Create an Action Plan
To close projected Gaps
Continuous Process
Full transcript