1. Thomas Nancoo & Game Changers Consultancy Group
HRMATT’s 9th Biennial Conference
Hilton Trinidad & Conference Center
14/May/2013

2. Succession Planning
Is
the process of creating systems
that outfits organisational
stake-holders positions
with
the most suitable candidates.
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 2

3. Succession Planning
Is
the process of systematically
outfitting
stake-holder positions
with
the most suitable candidate.
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 3

4. Every Business that’s in for the “long haul”
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
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Who Works it?
Human Resources
Top Management
Employees

5. Succession Planning grooms all firms/ businesses
for Success
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
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Ensures +ve outcomes
Retention of best Stakeholders
Ensures successful future

6. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
6
T&T
PublicPrivate

7. Here & Now!
Focus on P3
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
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 Policies
 Procedures
 Practices
•Shared Responsibility
•Quality

8. Step 1: Link Strategic & Workforce Planning
Decisions
Step 2: Analyze Gaps
Step 3: Identify Talent Pools
Step 4: Develop Succession Strategies
Step 5: Implement Succession Strategies
Step 6: Monitor and Evaluate
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
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9. HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
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Link
Strategic +
Workforce
Plans
Analyze
Gaps
Identify
Talent
Develop
Succession
Strategies
Implement
Succession
Strategies
Monitor &
Evaluate
1
2
3
4
6

10. Step 1: Link Strategic and Workforce Planning Decisions
- Vision & Direction
- Future pdts & svcs
- Succession Plng + Values
- Succession Plng + needs & interests (Snr leaders)
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
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11. Step 2: Analyze Gaps
Core competencies
Supply & Demand
Future talents
“real” continuity issues
Business plan - talent needs not position
replacement
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
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12. Step 3: Identify Talent Pools
Pools vs. Positions
Critical competencies
Assessing competency and skills
Using 360° feedback - development purposes
Analyzing external sources of talent
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
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13. Step 4: Develop Succession Strategies:
Identifying recruitment strategies:
Identifying retention strategies:
Identifying development/learning strategies:
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
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14. Recruitment
Retention
Development/learning strategies
Communication planning
Measures of success
Linking SP - HR processes
Maintaining senior level commitment.
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
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15. P&G
Disney
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
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16. Step 6
Tracking selections
Listening to leader feedback
Analyzing satisfaction surveys
Assessing response
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17. Place Succession - strategic radar
Enlist Top Mgmt
Recognise - Journey, not a Destination
Put the right talent
Build systems
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18. Smoothes – business success
Interface : HR function & Strategic direction
Vital resource - future needs
Focus - human capital
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
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19. Thank You &
Have a
wonderful
afternoon
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
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20. 3Thingsyou can start doingtomorrow
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 20
1. Identify Critical Roles
2. Identify High Performers
3. Engage Management

21. Speaker’s Contact Info
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Phone : 322-6903 / 472-6688
E-mail : nancoot@gmail.com /
tnancoo@yahoo.com
Website (under construction):
gamechangerstt.com
LinkedIn.