Career Developement & Succession Planning

8/14/2019 Career Developement & Succession Planning

http://slidepdf.com/reader/full/career-developement-succession-planning 1/21

Submitted By……

UTTAM Kr. PATRA 112





Exploration

Establishment

Mid career

Late career

decline



They are distinct patterns of self-perceived talents,attitudes, motives and values that guide and

stabilized a person’s career after several years of

real-world experience and feedback.

Management competence Technical competence

Security

Creativity

Autonomy Dedication to a cause

Pure challenge

Life-style



Career planning is a slow process andshould come as natural part of theorganizational culture. It should not beformalized or hurriedly introduced, as it

may give rise to chaos and problems.Attention should be paid to the careerdevelopment of employees on a systematic

basis.



HRP is process of analyzing & estimating the need &availability of employee. But career planning assist in

finding those employees who could be groomed for

higher level position, on the strength of there

performance .

HRP gives valuable information about the HR for

expansion growth etc. On the other hand career

planning only give us picture of who cold succeed incase any major developments leading to death,

retirement, resignation of existing employee.



Attract and retain talent by offering careers, not

job.

Use human recourse effectively and achieve

greater productivity.

Reduce employee turnover.

Improve employee moral and motivation.

Meet the immediate and future human recourse

needs of the organization on a timely basis.



Individual career development:

Performance

Exposure

Networking

Leveraging

Loyalty to career

Mentor and Sponsors Key subordinates

Expand ability



Self-assessment tools

Individual counseling

Information services

Job posting system, Skills inventory, Career ladders andcareer paths, Career resource center, etc.

Employee assessment programs Assessment center, Psychological tests, Promotability

forecasts, Succession planning, etc

Employee development program

Career programs for special group



As the fastest pace in business development opened newdoors for the organizations’, it also brought challenges for Professionals and Professionals to be (Students), for their survival and career development for the changing picture

of future business.● The fluency in written and verbal communication,

particularly in presentations skills in English, becameeminent for business professionals and business

professionals to be (students), for bridging

communication gap.

● Evidently boosted demand of more trained, professionallyeducated and refined people for the competentorganizations.



Succession planning is a strategic, systematicand deliberate activity to ensure an organizations future capability to fill vacancies consistentwith the merit principle. It specifically focuseson ensuring the availability and sustainability of a supply of capable staff that are ready toassume key or critical organizational roles asthey become available. Succession planningstrategies, which focus on developing employee

capability, ultimately enable organizations torespond to change more effectively.



Customized to suit the needs of the organization.

Driven by the line function and not HR executives.

Develop key candidates, in anticipation of futureopenings.

Training& Development.

Take into account the culture of the organization.

Consistent with the future strategic direction of thecompany.



Candidates are arbitrarily identified.

No strategic vision

Problem in dealing big picture.

Replacement may be far from ready to take over.

Promotions & employee aspirations.

lacks of transparency

portfolio split



Education

and Training

Self Development

Competency driven

Strategically Targeted

Rotational Assignments

Results

1. Talent Driven

culture

2. Accelerated

Development3. Vision for future

advancement

Accountability

Measurability

CEO/ Leadership Commitment & Involvement

Accountability

Future Competencies Needed Alignedwith Strategic Plan

Succession Planning Model





Source: Aberdeen Group, September 2006Tells about

the extent to which leadership job openings can be filled from

the internal pool

the av. no. of qualified candidates for each leadership position

the number of positions with two or more ‘ready now’candidates

the attrition rate from the succession pool











Documents

Career Developement & Succession Planning