ExeQserve Succession Planning and Management

8/3/2019 ExeQserve Succession Planning and Management

http://slidepdf.com/reader/full/exeqserve-succession-planning-and-management 1/5

1

2011

Edwin Ebreo

ExeQserve Corporation

2108, 88 Corporate Center, Sedeno St. Mak

City

8933199 * [email protected]

October 24, 2011

Succession Planning and

Management



2

GOALS:

Establish an integrated succession planning and management program aimed ensuring that

there is a bench of talent ready to take over as soon as a key position in the organization

becomes vacant.

RATIONALE:

Leadership at all levels is critical to the company’s continued success and smooth operation. In

order to ensure that there is deep bench ready to takeover, the center needs to consider

establishing a Succession Program. A functioning succession and career development strategy

helps prevent disruptions when supervisory or managerial positions are vacated. Through this

plan, managers are able to prepare employees to succeed when they assume higher

responsibilities. It also helps employees create a clear path towards their desired position in the

organization. Having this in place will help the company develop future leaders and prepare the

organization for eventual transitions brought about by employee departures.

ExeQserve Corporation agrees with the Corporate Leadership Council’s assessment that an

effective program must consider the following factors:

Senior executive’s commitment to development

Organizational reinforcement of development

Hiring for organizational fit

Exacting performance standards

Full business exposure for rising executives

Selecting successors for their leadership ability

Focus on scarce skills and fit with position.

We propose to use the same factors as basis for developing your company’s Succession Plan.

SUCCESSION PLANNING POLICY DEVELOPMENT ACTIVITIES

Following are the required steps in developing a Succession Planning and Management Program:

PROJECT STAGE ACTIVITIES RESULT/OUTPUT

Stage 1:

Establishing

Structure

Determining who will be involved

in Succession Planning

Determining responsibilities of

participants

Ensuring leadership accountability

and commitment to succession

planning

Proposed Roles and

responsibilities

Inclusion of succession in

leadership performance

targets

Development of a one-day

workshop on succession



3

PROJECT STAGE ACTIVITIES RESULT/OUTPUT

Identifying and providing the

necessary training for effective

implementation

planning

Stage 2:

Leadership TalentIdentification

Establishment of policy and

procedures for candidate selectionprocess and criteria

Identification of competencies

needed to succeed in each

targeted position

Establishment of tools necessary

to determine candidate potentials

Design Candidate profiling and

tracking system

Policy and procedure for

candidate selection

Identification of needed skills/

competencies to be assessed.

Identification of needed tools

for assessment and progress

tracking

Stage 3:

leadership

Development

Establishment of training and

development plan to help

candidates prepare for biggerresponsibilities starting from

where they are in the

organization.

o Staff development

o Middle Management

o Senior and top executives.

Development of tools and forms

for individual gap analysis and

development plans

Putting a mentoring program in

place to ensure that candidatesare helped in their pursuit.

Establish Candidate readiness

assessment after training and

development interventions

Training and Development

Plan

Tools and forms for individualdevelopment planning

Mentoring Program Document

Candidate readiness

assessment feedback

mechanism.

Stage 4:

Succession

Planning Results

• Establish steps for “ready now’

selection and placement.

• Develop procedure for Succession

Planning review, improvement

and change management

“Ready now” selection and

placement procedure

Program evaluation procedure

Change management

procedure.

Stage 5:

ImplementationPlanning

• Establishment of steps and time

table for implementation.

Implementation time table



4

QUICK VIEW

Deliverables People Involved Month 1 Month 2 Month 3 Month 4 Month 5

Project briefing Managers/

Unit Heads

Succession Planning &

Management Training

Managers/

Unit Heads

Policy Preparation SP Committee

Tools Development/

Acquisition

SP Committee

Limited pilot

implementation

SP Committee

Finalization of policies and

procedures

SP Committee

Full Implementation All Employees

1 -DAY SUCCESSION PLANNING WORKSHOP

Some jobs are too important for the organization to be left vacant or filled by anyone but the

best qualified persons. This is the reason why organizations must continuously strive to build a

deep bench of talents who can takeover if and when a key position becomes vacant. A good

succession planning and management system can ensure continuity of work and can be critical

to mission success. It is also an effective process for recognizing, developing and retaining top

leadership talent.

This workshop aims to help participants appreciate the importance of succession planning, the

role they have as key players in identifying, developing and preparing people to take over their

jobs in the future. This workshop also focuses on mentoring as a key ingredient in developing

leaders for the organization.

COURSE OBJECTIVES At the end of the session, the participants are expected to be able to:

Define Succession Planning;

Enumerate the key success factors in succession planning and management;

Familiarize with each step in developing a succession plan.

Use mentoring to prepare people for future leadership role.



5

COURSE OUTLINE

Process Objectives Time Activities

30 mins Opening Activities Define Succession

Planning

Enumerate key

success factors in

succession planning

and management

2 hours Overview of Succession Planning

Introduction to the concept

Key success factors

Succession Planning elements

Connection of Succession planning with other

HR activities:

o Recruitment

o Training

o Performance management

o Employee retention

o Compensation and Benefits

• Familiarize with each

step in the succession

planning process.

2 hours Designing the System

• Designing the policy

• Linking Strategic and Workforce planning

decisions

• Analyzing gaps

• Identifying talent pools

• Developing succession strategies

• Implementing Succession Strategies

• Monitoring and evaluating

• Use mentoring to

prepare people for

leadership roles

3 hours • What is mentoring

• Mentor roles and qualities

• The mentoring process

Set Action plans to apply

learning in the workplace

30 minutes Re-entry action planning.

ExeQserve Succession Planning and Management

Documents

Transcript of ExeQserve Succession Planning and Management