career planning & sucession planning

8/9/2019 Career Planning & Sucession Planning

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SUCCESSION PLANNINGMeaning of Succession PlanningSuccession planning is the process or activities connected with the succession of persons tofill key positions in the organization hierarchy as vacancies arise. The focus of attention istowards ‘which’ person the succession planning is needed. The focus is not more on careerdevelopment but it is more towards what kind of person is required to fill the futurevacancy. Succession planning focuses on identification of vacancies and locating theprobable successor. For e ample in succession planning the key concern can be who will be

ne t !"# or what will happen if the $arketing $anager retires in coming $arch.

Importance of Succession Planning% Succession planning helps when there is a sudden need arises due to reason or retirementof a key employee.% &ndividual employee comes to know in advance the level to which he can rise if he has theability and aptitude for it.% &ndividual employee or successor feels happy when he feels that organization is takingcare of his talents and aspirations.% Succession planning helps create loyalty towards the organization and improvedmotivation and morale of individual employees.% #rganization gains stable workforce and low employee turnover.% 'ltimately organization becomes successful in accomplishing its goals effectively.

CAREER PLANNING!areer planning is the process or activities offered by the organization to individuals toidentify strengths( weaknesses( specific goals and )obs they would like to occupy.!areer as a concept means a lifelong sequences of professional( educational anddevelopmental e periences that pro)ects an individual through the world of work. &t is asequence of positions occupied by a person during his life. !areer may also be defined asamalgamation of changes in values( attitudes and motivation that occurs as a person growsolder.&n career planning( organization is concerned with strategic questions of careerdevelopment. Further the organization is concerned about if it should employ more

graduates( more engineers( more scientists or more accountants etc. !areer planningprovides picture of succession plan for employees as per organizational needs. &t focuses onthe basis of performance( e perience( could be placed where( when and how.!areer planning is a process of integrating the employees’ needs and aspirations withorganizational requirements.

Objecti es of Career Planning*. +uild commitment in the individual,. -evelop long range perspective/. 0educe personal turnover e penses1. 2essen employee obsolescence3. "nsure organizational effectiveness4. 5llow individual to achieve personal and work related goals.

Importance of Career Planning!areer planning is important because it helps the individual to e plore( choose and strive toderive satisfaction with his own career ob)ectives. HRM by Raghubar Jha - 19 –



6hat &s !oaching7

The key characteristics of coaching are

% it tends to be carried out one to one% it aims to help an individual develop in some way( e.g. to improve performance% it is an approach which allows the person being coached to gain awareness and insightrather than directly telling them what to do or what they should learn( so the coach does

not usually give direct advice% it is focused on helping the individual achieve specific goals and is directed towards action% it can be used to address a wide range of issues% the coaching discussion is based on the coachee’s agenda and needs( not the coach’s% it requires an honest and open relationship between the coach and the coachee( where thecoach is supportive and encouraging

The aim of coaching is to develop awareness and responsibility in the coachee through aprocess where he or she comes to recognise the best course of action to take in order tomove forward. The coach( therefore( tries to avoid giving direct advice or offering his or herown solution and( instead( asks a series of questions to draw out the thoughts of thecoachee.

Mentoring Process

What is mentoring?

8$entoring is advising( teaching( counseling and role modeling. Formal mentoring matches a senior ormore e perienced person9the mentor9to a )unior or less e perienced person9the mentee.

$entors focus on a mentee’s achievements( success in school and preparation for the workforcethrough a one to one relationship that is non threatening and non )udgmental to both parties.

&t is a relationship that changes over time as each grows( learns( and gains e periences in therelationship.:

!"pes of Mentoring% ;eer $entoring

< $entor=mentee9similar ages

< $entor e perience > mentee e perience

% ?roup $entoring

< $ultiple mentees

% ;rofessional $entoring

< $a)or difference in life e perience



#oun$ations of Mentoring5ttributes 9The mentor will demonstrate

*. Strong performances and continuous improvement on each performance that they mentor,. 5bility to grow the performance abilities of mentees/. ;rofessional behavior and attitudes1. !ommitment to improving the enriched learning environment pro)ect9both the team and the

overall environment% !learly defined educational goals

< $easurable elements of engineering performance

% !learly defined e pectations

< For the professors

< For the mentors

< For the mentees

% $entor Training

< $entoring is a learned performance @not an innate skillA

Some C%aracteristics of a Goo$ Mentor• 5pproachable and welcoming• Shares information and e periences openly• ?ood communication skills• Trustworthy• ;rovides accurate and appropriate feedback• Technical e pertise• $otivating( encouraging( positive and empowering•

5llocates appropriate time to mentoring• Sensitive to the needs of the coach=official

!%e Mentoring Process• ?oal setting• #bservation• 5nalysis• ;roviding feedback• 5ction planning• 0eview

The Fundamental Interpersonal Relations Orientation-Behavior™, or FIRO-B® Test forshort, Instrument originated from the need to understand and predict how high-performance military teams would wor together during !orld !ar II" The first pu#liciteration was derived in the late $%&'s #y !illiam (hut)" The #asic premise for histheory was simple* +people need people , and people s interpersonal needs motivatetheir #ehaviors" (chut) s studying of other prominent psychological figures of the time,

http://careerassessmentsite.com/tests/firo-business-firo-b-tests

http://careerassessmentsite.com/tests/firo-business-firo-b-tests



including Freud, .dorno, .dler, and /ung, led him to conclude that an individual sinterpersonal needs could #e summari)ed into the three foundational areas of the FIRO-B test* Inclusion, 0ontrol, and .ffection"

What is The FIRO-B® Test?

The FIRO-B .ssessment is a uni1ue instrument that doesn t actually +measureanything" Instead, it provides a score that is used to estimate how comforta#le anindividual is with a specific #ehavior"

The FIRO-B test includes three main areas*

• Inclusion• Control • Affection

2ach area is also modified #y two further factors*

• Expressed Behavior • Wanted Behavior

In short, 23pressed Behavior is related to how comforta#le we feel a#out e3hi#iting a#ehavior toward other people" !anted #ehavior, on the other hand, is related to thelevel we want other people to e3hi#it a #ehavior toward us"

!hen you apply 23pressed Behavior and !anted Behavior to the three main areas ofthe FIRO-B test4Inclusion, 0ontrol, and .ffection4you end up with si3 main sections

of the FIRO-B test as followed*• Expressed Inclusion: This score dictates the level to which you ma e an effort to include

others in your activities, as well as the e3tent that you wor to get others to include you intheir events" The higher the score, the more li ely you are to want to engage socially and 5oina larger amount of social groups"

• Wanted Inclusion: This score will show you the e3tent that you want others to includeyou in their activities 6without you instigating it7, and your need to #elong" The higher thescore, the more li ely you are to want to #e invited to social gatherings and socialgroups" 8nli e 23pressed Inclusion, this doesn t mean you will necessarily initiate there1uest, #ut you do want to #e invited and included"

• Expressed Control: This section tells you a#out the e3tent that you feel comforta#leinfluencing others and the degree that you ma e an effort to control a situation" (coringhigher is also is related to one s comfort with organi)ing and ta ing responsi#ility for others"

• Wanted Control: This score is connected with your comfort level of #eing in a situationwith clear instructions and e3pectations, where your situation is pre-defined #y others" Inother words, your comfort level with someone else in charge and influencing the direction ofyour actions"



• Expressed Affection: This score is associated with the e3tent to which you try andengage with people on a personal level" The higher the score is, the more comforta#le youare with supporting others and #eing open with them"

• Wanted Affection: This score tells you how comforta#le you are with others ta ing apersonal interest in you and acting warmly toward you in general" If you have a higher scorein this section, then you tend to #e more comforta#le with others encouraging you and

sharing personal matters with you"

2ach category receives a score ranging from ' to %" Based on your score, each sectionwill fall into one of three categories*

• '-9 :ow• ;-< =edium• >-% ?igh

career planning & sucession planning

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