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Overview
Succession Planning Basics will equip you with the background and implementation tools you need to devise and execute a forward-thinking succession planning program for your organization. It offers theory, processes, and best practices for organizations embarking on a succession-planning project, addressing the basic concepts and steps for success. This book is for management professionals considering succession planning for their organizations, organizational development professionals at the beginning of their careers, human resources professionals wanting to move away from replacement hiring, and trainers needing a basic understanding of succession planning for employee development plans.
This second edition looks closer at tools and new developments in software that can streamline planning efforts as well as updated best practices and considerations for addressing the needs of every generation when creating succession plans. Chapters include assessment tools, exercises, and job aids.
Succession Planning Basics is part of ATD’s Training Basics series.
Product Details
| ISBN-13: | 9781950496587 |
|---|---|
| Publisher: | Association for Talent Development |
| Publication date: | 03/10/2020 |
| Sold by: | Barnes & Noble |
| Format: | eBook |
| Pages: | 136 |
| File size: | 2 MB |
About the Author
Table of Contents
About the Training Basics Series vii
Preface ix
1 What Is Succession Planning? 1
Definition of Succession Planning 2
Replacement Hiring Versus Succession Planning 2
Models of Succession Planning 4
Succession Planning Core Concepts 4
Variations in Succession Plans 5
Purpose of Succession Planning 6
Succession Planning Opportunities 6
Need for Succession Planning 7
Summary 8
Getting It Done 9
2 Preparing for Succession Planning 11
Getting Started 12
Determining the Participants 13
Team Member Responsibilities 14
Extended Project Team 15
Summary 17
Getting It Done 17
Sample Team Member Job Description 18
3 Establishing and Communicating Goals 19
Ensure Quality Communication 20
Preparing the Team Members 20
Establishing the Goals 21
Benchmarking 21
Sample Succession Planning Policy 22
Communicating the Plan 24
Elements of Your Communication Plan 24
Communication Methods 24
Dealing With Resistance 28
Summary 29
Getting It Done 29
4 Assessing Your Organization 31
Getting Started With Assessment 32
Determining the Scope of the Succession Plan 32
SWOT Analysis 33
Defining Assessment Topics 34
Determining Key Positions 35
Identifying Competencies for Key Positions 36
Summary 37
Getting It Done 37
5 Developing Your Workplace Profile 39
Introduction 40
Interpreting Assessment Information 40
Conducting a Demand Analysis 41
Conducting a Supply Analysis 42
Conducting a Gap Analysis 42
Assessing Internal Depth 42
Applying the Information 43
Summary 43
Getting It Done 43
6 Designing Your Succession Plan 45
Introduction 46
Creating Job Profiles 46
Components of a Competency-Based Job Description 47
Communicating the Competencies for Key Positions 47
Developing an Inventory of Candidates 48
Checklist for Managers 51
The 9-Box Grid 51
Summary 54
Getting It Done 54
7 Using Succession Planning Development Practices 57
Introduction 58
Creating Individual Development Plans 58
Preparation for the IDP Discussion 59
Providing Development Opportunities 60
Summary 65
Getting It Done 66
8 Assessing Succession Management Software 69
Introduction 70
Four Considerations for Succession Planning Tools 70
Software Considerations 72
Summary 73
Getting It Done 74
9 Implementing Your Succession Plan 75
Introduction 76
Maintaining Your Succession Plan 76
Avoiding the Pitfalls 77
Follow-Up Checklist 81
Summary 82
Getting It Done 82
10 Evaluating Your Plan 85
Introduction 86
Incorporating Regular Checkups 86
Creating an Evaluation System 89
Making Course Corrections 91
Summary 91
Getting It Done 91
11 Frequently Asked Questions 93
Does this program guarantee employees a promotion? 94
Why do current supervisors have the first opportunity to be developed for higher leadership levels? 94
Why is succession planning receiving so much emphasis now? 95
What do you mean by the scope of a succession plan? 95
How are leadership levels different from organizational levels? 95
What if our organization doesn't have the resources to create formal training for succession planning? 96
What's the difference between succession planning and workforce planning? 96
How long will this succession planning initiative last? 96
What is a top-down method of succession planning? 96
What if people are reluctant to share their knowledge? 96
How is talent recruited? 97
What if there is no one in the organization to move up? 97
Should outside personnel be used to coordinate this process? 97
Does this mean an employee can't move up unless they are identified as a leadership candidate? 97
What if there is no place for a person to move up to? 98
What if a person moves up and can't perform the responsibilities of the key position? 98
When is it appropriate to go outside the organization to fill key positions? 98
What are some of the key messages that should be communicated to get buy-in? 98
If an organization can't implement a full succession planning process, what should it do? 99
Should a succession plan remain constant for longer than five years? 99
Can associations and not-for-profits benefit from succession planning? 100
Isn't succession planning something our human resources department should do? 100
Is succession planning only for executives? 100
How do I define the needs of my organization? 101
How do I communicate this plan to my organization? 101
Summary 101
Getting It Done 101
12 The Big Picture 103
Best Practices of Succession Planning 104
Variations in Succession Plans 106
Upcoming Generations and Succession Planning 106
Summary 109
Getting It Done 110
Glossary of Succession Planning Concepts 111
References 115
About the Author 119