WELCOME

TO OUR

PRESENTATON

GROUP-6
SERIAL
NO.

01.
02
03.
04.
05.
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NAME OF MEMBERS

Md. Abul Kasem

Mahul Al Rabby
Shital Chandra
Bijoy Kumar Das
Md. Shah Alom
Md. Waliul Islam

ROLL NO.

06691056
06691086
06691088
06691126
06691134
06691172

TOPICS
Succession Planning: An
optimum productivity
through people.

Definition of Succession
Planning
Succession planning entails identification of employees who possess the skills to
meet future organizational challenges.
Succession Planning is a strategy of workforce planning. It is a process designed
to ensure the organization recruits and develops new hires and in-house staff to
fill each key role within the organization. Its goal is similar to workforce planning
having the right people in the right positions at the right time.
Succession planning is a systematic process where managers identify, assess
and develop their staff to make sure they are ready to assume key roles within
the company.
Finally, succession planning is a process through which companies plan for the
future transfer of ownership and/or top management.

Main objectives of succession

planning
Anticipating executive level changes and understanding how existing bench strength will

impactcontinuityofbusinessoperations
Providingunderstandingofhowtheorganizationstructuremayevolveuponthedepartureofa
leader
Providingleadershipcontinuitythroughplanningforunforeseenandunexpectedevents
Identifying leadership gaps and ensure existing development plans are adequate to meet the
organizationsfutureneeds
Communicatingorganizationgoalamongthestaffwiththeresultantoptimumproductivityis
ensured.

SUCCESSION PLANNING MODEL

Step1-IdentifyKeyPositions
Positionsthatrequirespecializedjobskillsorexpertise.
High-levelleadershippositions.
Positionsthatareconsidered"mission-critical"totheorganization.

Step 2 - Build Job Profiles for each Key Position

Determinethekeysuccessfactorsofthejobandhowproficientthejobholderwouldneed
tobe.Thisinformationcanbeobtainedseveralways,includingperformingjobanalysisor
gatheringcriticalinformationduringtheperformanceappraisalprocess.

Step 3 - Competency Gap Analysis

Gatherdataoncurrentemployeecompetenciesforthekeypositions
Analyzethedifferencebetweencurrentemployeecompetenciesandfutureneeds

Step4-DevelopmentOpportunities
Assesstheabilitiesandcareerinterestsofemployees.
Candidatesshoulddemonstratehighpotentialorabilitythatwillenablethemtoachieve

success.

Step5-IndividualDevelopmentPlans
Designa planforeachcandidate- developmental plansshouldbe availablefor
candidatesandthenincorporatedintotheirperformancemanagementplans.
Provide development opportunities - This can be accomplished through job
assignments,training,orjobrotation

Step6-MaintainSkillsInventory
Continuallymonitorskillandneedtodetermineanygapsanddevelopplanstomeet
deficiency
Keep an inventory of current and future needs and maintain the information for
individualandgroupdevelopment.

Factors to be considered to
implement Succession planning
Improvethecompanysbenchstrengthinkeypositions.
Identifywhatskillstheorganizationwillneedin5,10or15years.
Identifyhigh-performersthatarealmostreadytostepintothosecriticalpositions.
Analyze the workforce and identify who will be eligible for retirement within the next five

years.
Identifytheresponsibilities,skillsandcompetenciesthatwillbeneededbytheirreplacements.
Musthavethesupportandbackingofthecompany'sseniorlevelmanagement.
MustbepartofanintegratedHRprocessthatincludestraining,developmentandperformance
appraisal.
Asystemforcommunicatingsuccessionplanninginformationtomanagersmustbeestablished.

Recommendations for action

Ensure that all key employees understand their career paths and the roles they are being

developedtofill.
Educateemployeeonthenewtrendsinsuccessionplanningandinstillastrongprocesstobuild
successionbenchstrength.
Ensure that succession planning is integrated with other processes of talent management
includingperformancemanagement,traininganddevelopment,compensation,andassessment.
Link succession planning to competency management and include a reporting and analytics
component.
Integratewithcareerdevelopmenttools.
Automatethesuccessionplanningprocessforgreaterefficiencyandlessoperationalrisk;and
Develop both a top-to-bottom approach and also a bottom-up approach for succession
planning.

Conclusion

Through succession planning,the organizationassessesitsleadershipneeds.This leadsto a

formal evaluation of the knowledge, skills and abilities with the resultant ensuring optimum
productivity.Asuccessionplancanmotivateemployeestoperformwithadvancementinmind.
Succession planning is also a means to monitor and reward performance and professional
development.

It is evident that succession planning is not an individual or small-group effort. It requires

continuousinvestmentoftime,resources,andsupportbythegivencompanyasawhole,and
input and advice from financial and legal experts to ensure optimum productivity with the
resultantmaximizationofprofit.

Any Question?

THANK
YOU
All