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Succession PlanningThe Roadmap to Attracting
and Retaining Talent
Thomas A. Rinner Sr. SPHR, CHCVice President – Human Resources
Compliance and Privacy OfficerHealthSource of Ohio
March 11, 2014
Planning Succession
Planning Creates:
• A Positive Culture
• Retained Talent
• A strong Future
Failure to Plan:
• Doubt and Concern
• Talent Exit
• Struggles to find Talent
The Roadmap:Today’s Objectives
1. Integrating the Mission into Succession Planning
2. Succession Planning Flow: Job Descriptions, Organizational Charts, Depth Charts = The Plan
3. Going Forward with Training, Mentoring and Coaching to Attract and Retain Talent
Integrating the Mission into Succession Planning
Do you have a Clear Mission, Vision and Values?
Why the Mission is Important!
How Succession Planning Supports the Mission
Succession Planning Flow
Job Descriptions
Organizational Charts
Depth Charts
The Plan
Job Descriptions
Include Company Mission, Vision or Values
Basis for Expectations
Use to Plan for Succession
Organizational Charts
Structure of the Organization
Current Leaders
Identify Gaps
Depth Charts
Past
Present
Future
The Plan… The Living Product
Set up by Department
Organizational Chart
Job Descriptions for Positions in Department
Depth Chart on Potential Successors
Going Forward
Training
Mentoring /Coaching
Attract and Retain Talent
Training
Generalized Training
Specialized Training
Cross Training
Mentoring/Coaching
Mentoring:
A training method in which a more experienced or skilled individual provides an employee with advice and guidance intended to help him or her develop skills, improve performance and enhance the quality of his or her career. (As defined by SHRM)
Coaching:
A career development method whereby less experienced employees are matched with more experienced colleagues for guidance either through formal or informal programs (As defined by SHRM)
Attract and Retain Talent
Create a Plan
Share the Plan
Stepping Stones
Succession Planned?
Planned:
Cohesive with the Mission
Direction that can be Updated
Individualized Plans = Retained Talent
Unplanned:
Roadblocks
Time Delays
Lost Talent and Opportunity = Failure/Lack of Innovation
Succession PlanningThe Roadmap to Attracting
and Retaining Talent
Contact InformationThomas A. Rinner Sr. SPHR, CHC
Vice President – Human ResourcesCompliance and Privacy Officer
HealthSource of Ohiothomasr@healthsourceofohio.com
View My Profile on LinkedIn:http://www.linkedin.com/in/thomasrinnersphr
“We make a living by what we get, but we make a life by what we give."
Winston Churchill
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