Career Development&Succession Planning

Talent Management
Career Development & Succession Planning (CDSP)
Integrated Approach
Recruitment & Selection
BUSINESS STRATEGY
Career Management
Performance Management Training & Development
BUSINESS RESULTS
Rewards Management
Talent Management
Succession Planning
Senior Management Development
Aim
Foster a process of building leadership capability across the lines of business / support functions
The emphasis is on developing a broad spectrum of talent within the management ranks so that the availability of internal talent will not be a constraint to the organization's strategic direction Identify the key leadership success factors
Outcomes
Retention and development of high potential employees Builds internal staff capabilities (bench strength) for the emerging organizational demands
Maps various succession options

Facilitates developmental moves across the organization Establishes a professionally managed organization with the systems in place to ensure that it will have effective leaders going forward
Contemporary Issues: Changing Nature of Work & Organization

Demographics (net-generation, diversity) Globalization Technology Redefined concept of Loyalty Challenges in differentiating high performers from poor performers Wanted Rapid career progression
Talent Management
BUSINESS STRATEGY
Career Management
BUSINESS RESULTS
Rewards Management
Talent Management
Succession Planning
Early Models of CD
Walker, 1973
Early Models of CD (Cont.)

Reif & Newstro, 1974
Career Active System Triad (CAST) Baruch (2004)

Level Values Approaches Behaviors Individual Aspirations Attitudes Actions Organization Philosophy / Strategy Policies Practices
Serve as the framework for the discussion and for providing the balanced view point
Elements of Career Management

1. Individual (Self) Assessment of Abilities, Interests, career need and goals
2. Organizational Assessment of employee abilities and potential 3. Communication of information concerning career opportunities with the organization 4. Career Counseling to set realistic goals and plan for their attainment
Talent Management
BUSINESS STRATEGY
Career Management
BUSINESS RESULTS
Rewards Management
Talent Management
Succession Planning
Succession Planning -Definition

Strategic, systematic and deliberate effort to develop competencies in potential leaders through proposed learning experiences such as targeted rotations and educational training in order to fill high-level positions without favoritism (Mathew Tropiano, 2004) Deliberate and systematic effort by an organization to ensure leadership continuity in key positions and encourage individual advancement (St-Onge, Mercer) A structured process involving the identification and preparation of potential successors to assume a new roles
WHAT IS SP?
Constant change planning An organizational journey, not a project Ensuring continuity of leadership Identifying gaps in existing talent pool Identifying and nurturing future leaders
Why SP?
Organization supersede Individuals visionaries are those who groom their young ones to take the lead position and to take the cause of organization forward
Education and Training Measurability Self Development Competency driven Strategically Targeted Rotational Assignments Future Competencies Needed Aligned with Strategic Plan
Results 1. Talent Driven culture 2. Accelerated Development 3. Vision for future advancement
Accountability
CEO/ Leadership Commitment & Involvement
Succession Planning Model
Ref: Troopiano, 2004
Challenges in SP
Benefits of SP
Source: Aberdeen Group, September 2006
Tells 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
Garman & Gllawe, 2004
Top level succession planning different
Garman & Gllawe, 2004
Remember
Succession plan may be expected practice its absence is more a curse than its presence a blessing Succession program should limit their focus to linchpin positions those considered most critical to the organizations need.

Career Development&Succession Planning

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Career Development&Succession Planning

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Talent Management

Career Development & Succession Planning (CDSP)

Performance Management Training & Development

Senior Management Development

Maps various succession options

Contemporary Issues: Changing Nature of Work & Organization

Performance Management Training & Development

Senior Management Development

Early Models of CD (Cont.)

Career Active System Triad (CAST) Baruch (2004)

Elements of Career Management

Performance Management Training & Development

Senior Management Development

Succession Planning -Definition

CEO/ Leadership Commitment & Involvement

Succession Planning Model

Ref: Troopiano, 2004

Source: Aberdeen Group, September 2006

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

Garman & Gllawe, 2004

Top level succession planning different

Garman & Gllawe, 2004

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