SETTING UP A SYSTEMATIC SUCCESSION PROGRAM

TARGET AUDIENCE: Top Management staff who must lead and implement succession planning for their organization.

DESCRIPTION

This program is intended to provide a hands-on approach to developing and setting up a Succession Program for an organization. It is about filling the organization’s staffing pipeline and building internal strength. Succession Planning contributes to an organization’s survival and success by ensuring that replacements have been prepared to fill key vacancies on short notice, that individuals are groomed to assume greater responsibility, and that individuals are prepared for exercising increased technical proficiency in their work. Without Succession Planning, an organization may operate in a crisis mode whenever key workers are unexpectedly absent from critical positions due to illness, retirement, resignations, or termination. A program that is formally set up will allow for immediate replacement for key roles and provide for adequate grooming of employees in alignment with succession program.

TRAINING OBJECTIVES

  • Explain the benefits of Systematic Succession Planning
  • Present a working Succession Planning Model
  • Differentiate between Succession Planning, Replacement Planning and Talent Management
  • Help Participants develop a succession program to meet organizational needs
  • Present how to identify leaders and leadership positions
  • Present the operation and evaluation of the effectiveness of a systematic succession planning model

LEARNING OUTCOMES

After attending this workshop, participants will be able to:

  • Design and set up a succession program for their organization
  • Assess organizational readiness for Succession planning
  • Deal with the challenges of Succession planning
  • Define the organization’s future needs and identifying key positions
  • Choosing an appropriate design for the organization
  • Build a pool of talents for the succession program
CURRICULUM
DAY ONE
An overview of Succession Planning Programmes
Establishing a case for succession planning, Defining future needs
Planning a Road Map for Succession Planning
Assessing organizational climate
Choosing a succession planning design and analyzing the design
DAY TWO
Defining responsibilities
Identifying key positions
The search from within: promoting employees
Planning to fill the gaps from…
DAY THREE
Building a Talent Pool
Developing the criteria for candidate inclusion
Implementation Approach and Methodology

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