Human Resources Management Succession Planning.
Succession Planning is an integral part of the strategic planning process and ties to the institution’s long-term goals and objectives. Effective Succession Planning strategies mitigate risk associated with turnover and cultivate existing talent, matching promising employees’ aspirations to the future needs of the institution.
Succession Planning ties to a wide-range of human resource management functions, including the process of Recruiting employees, and developing their skills and abilities through Performance Management, Training Programs and Mentoring Programs.
Critical positions are the focus of succession planning efforts. Without these roles, the department or agency would be unable to effectively meet its business objectives. Workforce projection data or demographic analysis is essential in identifying risk areas. A risk assessment may also be conducted and compared to current and future vacancies to identify critical positions within your organization.
Step 2: Identify competencies
A clear understanding of capabilities needed for successful performance in key areas and critical positions is essential for guiding learning and development plans, setting clear performance expectations, and for assessing performance. By completing the process of competency or position profiling within your organization, current and future employees gain an understanding of the key responsibilities of the position including the qualifications and behavioural and technical competencies required to perform them successfully.
Step 3: Identify succession management strategies
Now that critical positions have been identified and have been profiled for competencies, the next step is to choose from a menu of several human resource strategies, including developing internal talent pools, onboarding and recruitment to address succession planning.
Step 4: Document and implement succession plans
Once strategies have been identified, the next step is to document the strategies in an action plan. The Succession Planning: Action Plan provides a mechanism for clearly defining timelines and roles and responsibilities.
Step 5: Evaluate Effectiveness
To ensure that the department or agency’s succession planning efforts are successful, it is important to systematically monitor workforce data, evaluate activities and make necessary adjustments.
Succession Planning is an integral part of the strategic planning process and ties to the institution’s long-term goals and objectives. Effective Succession Planning strategies mitigate risk associated with turnover and cultivate existing talent, matching promising employees’ aspirations to the future needs of the institution.
Succession Planning ties to a wide-range of human resource management functions, including the process of Recruiting employees, and developing their skills and abilities through Performance Management, Training Programs and Mentoring Programs.
Objectives
This program is intended to support and provide a framework for the administration’s Succession Planning efforts in the following broad areas:- Determine pivotal positions and identify and prepare immediate back up to deal with short-term vacancies in those positions
- Develop viable internal candidates to fill vacancies
- Project future changes in the organizational staffing needs and changing competency requirements based on institutional goals and workforce trends and predictions
- Develop promising leaders through comprehensive training, mentoring and performance management programs, and facilitate individual career development plans
Critical positions are the focus of succession planning efforts. Without these roles, the department or agency would be unable to effectively meet its business objectives. Workforce projection data or demographic analysis is essential in identifying risk areas. A risk assessment may also be conducted and compared to current and future vacancies to identify critical positions within your organization.
Step 2: Identify competencies
A clear understanding of capabilities needed for successful performance in key areas and critical positions is essential for guiding learning and development plans, setting clear performance expectations, and for assessing performance. By completing the process of competency or position profiling within your organization, current and future employees gain an understanding of the key responsibilities of the position including the qualifications and behavioural and technical competencies required to perform them successfully.
Step 3: Identify succession management strategies
Now that critical positions have been identified and have been profiled for competencies, the next step is to choose from a menu of several human resource strategies, including developing internal talent pools, onboarding and recruitment to address succession planning.
Step 4: Document and implement succession plans
Once strategies have been identified, the next step is to document the strategies in an action plan. The Succession Planning: Action Plan provides a mechanism for clearly defining timelines and roles and responsibilities.
Step 5: Evaluate Effectiveness
To ensure that the department or agency’s succession planning efforts are successful, it is important to systematically monitor workforce data, evaluate activities and make necessary adjustments.
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