HRM Succession Planning presentation with full description......

1. Prepared By – Aalok Aashish
Roll No- 47
Sec- B

2.  If something happens to the CEO or to a senior
executive of my organization what will happen then?
 Who is to replace him?
 Does the replacement have the maturity and the
required competence to handle all responsibilities?
 Are the people other than him, skilled enough to fill
the gap that would occur due to his absence?

3.  Succession planning is a process for identifying
and developing internal people with the potential
to fill key business leadership positions in the
company.
 Succession
planning
ensures
that
there
are
highly
qualified
members
for
all
important positions, not just today, but tomorrow, next
year, and five years from now.

4. Key elements in Succession
Planning
Assessment Of
Key Positions
Development
Monitoring &
Review
Generation Of
Development
Palns
Identification
of key Talent
Assessment
Of Key Talents

6. Succession planning
how EFFECTIVE IS IT..?
Grooms the organization's available talent according
to the future needs .
Helps Maintaining the overall retention figure .
 Advances succession decisions in a systematic way
and thus creates leadership talent .

7. Example of Succession in a company through
succession Planning
Well before two years of Chairman A. M. Naik’s retirement,
the organization has systematically and strategically put
in place a succession planning process and will announce the
name of the new Chairman six months before Naik retires so
that s / he is able to get proper handholding.

8. CONCLUSION
Identify those with the potential to assume greater
responsibility in the organization.
Provide critical development experiences to those that can
move into key roles.
Engage the leadership in supporting the development of
high-potential leaders.
Build a data base that can be used to make better staffing
decisions for key jobs.