Succession planning in light of the Financial Services Charter By Sixth Sense Syndicate October...
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![Page 1: Succession planning in light of the Financial Services Charter By Sixth Sense Syndicate October 2004.](https://reader036.fdocuments.us/reader036/viewer/2022072005/56649ce65503460f949b36ff/html5/thumbnails/1.jpg)
Succession planning in light of the Financial Services Charter
By Sixth Sense Syndicate
October 2004
![Page 2: Succession planning in light of the Financial Services Charter By Sixth Sense Syndicate October 2004.](https://reader036.fdocuments.us/reader036/viewer/2022072005/56649ce65503460f949b36ff/html5/thumbnails/2.jpg)
FSC HUMAN RESOURCE TARGETS
Target 2008 Target 2014
Black people as a percentage of Senior management
Min 20% to 25%
Black women as a percentage of Senior management
4% 33% of black target
Black people as a percentage of Middle management
Min 30%
Black Women as a percentage of Middle management
Min 10% 33% of Black target
Black people as a percentage of Junior Management
Min 40% to 50%
Black women as a percentage of Junior management
Min 15% 33% of Black target
![Page 3: Succession planning in light of the Financial Services Charter By Sixth Sense Syndicate October 2004.](https://reader036.fdocuments.us/reader036/viewer/2022072005/56649ce65503460f949b36ff/html5/thumbnails/3.jpg)
Challenges
Must be acceptable to all Skills come at a premium Perception of lack of skill
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So what are other countries doing?
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What are we currently doing in SA?
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Top management perceptions
Personal implications Implications for the team and company Other implications View on succession planning Industry related forums
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Criteria
Resource identification Skills development Strategic alignment Implementation and measurement Cultural diversification Address the challenges
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Threats
Lip service Culture Measurements not in place Scarce resources Lack of buy-in
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Last but not least
Roll out plan Financial aspect Competitive advantage
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Questions