succession planning final

8/2/2019 Succession Planning Final

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GROUP NO.2

KINJAL PARIKH

PRIYADARSHINI SHRIYAN

AMBER UPADHYAY SOUMYA RAJAN

AMIT SINGH

PARITOSH SHAH


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SUCCESSION

PLANNING


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A Typical Scenario


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What is Succession Planning?

Succession planning is the

preparation, execution and

ongoing management of a

companys critical future

people needs.


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Need for Succession Planning

A succession plan can help

companies find and develop

talentedleaders within theirorganizations to drive

competitive strategy,

reinforce values and

successfully secure thefuture of organizations.


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Need for Succession Planning

Input

Team Building

Retaining leadership talent


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Types of Succession Planning

Short-term planning or emergencyreplacements

Long-term planning or managing talent

Combination of above plans


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Types of Succession Planning

Level 1 replacement planning for the CEO

Level 2 replacement planning for the CEOand middle management

Level 3 creating a talent pool that is notlinked to position

Level 4 the focus of the program isexpanded beyond the organization


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So what do we

do in successionplanning?


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Business &

Leadership strategy

Plan &

Prepare

Identify Leadership

Characteristics

Assess

Bench StrengthDevelop Talent

1 2 3

4 5

Identify Talent

6

Succession Planning Model

Evaluate & Improve


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Step 2: Plan & Prepare

Create Succession PlanningTeam

Establish Program

Objectives

Set up Measures of Success

Create Program Design

Develop ImplementationPlan


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Step 3:Identify Leadership Characteristics


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Step 4: Assess Bench Strength

Identify a pool of

high-potential

talent.

C

C

D B

B

B/A A

B/A

BPotential

Performance

HiPo


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Step 5: Identify Talent

Accelerate individuals development to give them

cross-functional experience and an understanding of

the organization from a broader perspective.


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Step 6: Develop Talent

Pool should receive structureddevelopment activities

Targeted to close individual gaps

Develop for job levels, notspecific jobs


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SonocoPeopleSoft, HRCharter, Lotus Notes, n ExecuTRACK

Performance/Promotability matrix is 80-90% accurate

PanCanadian

Bright lights and critical skills

General Electric

Nine-box matrix

Learning agility


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STRATEGY

Written

Backward progression

Backfill

Signs of success

Promoted again within 3-years Vacancy < 30 days

Signs of failure

Higher droppings

Finalists that leave in frustration


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SUCCESSION PLANNING AT

WIPRO


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TALENT REVIEW AND

PLANNING

(T.R.P)

Wipro conducts quarterly talent engagement and

development reviews (T.E.D). Action plan of each business unit is reviewed

and a talent pool of suitable identified

candidates is prepared.


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PERFORMANCE BASED

SUCCESSION PLANNING Positions for which planning is being done.

Current and past performance levels of

employees. Performance rating.

Competency mapping.

How have the selected employees improvedsince their last review.


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The growth potential and attitude of employees.

Ability to meet the changing and increased level

of standards and measurements set by themanagement.


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TALENT SUMMARY BY INDIVIDUAL

Participants

Integration

andBalance

Manage-

ment

ofBudget

Market

Knowledge

Technology

and

Business

Methods

Strategy

and

Planning

Participant 1

Participant 2

Participant 3

Participant 4

Participant 5

Participant 6

Participant 7

Participant 8

Participant 9

Participant 10

Participant 11

Participant 12

Participant 13

25

Cross

Boundary

Perspective

Drivefor

Results

Adaptability

Organization

Alignment

Communi

action

and

Influence

Develops

Selfand

Others

Functional Competencies Leadership Competencies

- Exceeds Standards - At Standard - Needs Development


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TALENT SUMMARY BY COMPETENCY

26

Technolo

gy

&Business

Methods

Strategy

andPlannin

g

Communicatio

n

andInfluence

Drivefor

Results

Developin

g

Self&Others

Organizationa

Alignment

Cross-

Boundary

Perspective

Adaptability

Integration

andBalance

Market

Knowledge

Managementof

Budget

- Exceeds Standards -At Standard - Needs Development

Functional competencies Leadership competencies


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Spirit of Wipro

INTENSITY TO WIN.

ACT WITH SENSITIVITY.

UNYIELDING INTEGRITY.


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Thank You

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