UNDERSTANDING THE MANAGERS’S ROLE IN SUCCESSION PLANNING

TARGET AUDIENCE: Top management staff who must participate in the organization’s succession program

DESCRIPTION

This program is intended to improve manager’s ability to contribute to an organization’s succession planning process. Succession Planning contributes to an organization’s continued 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 form critical positions due to illness, retirement, resignation or termination.

This program gives participants an opportunity to reflect on their own roles in Succession Planning. It does not assume that the participant’s organizations have established succession plans. However, if an organization has established a succession plan, he/she can use the procedures and forms from that program to substitute for the procedures and forms provided in this program.

TRAINING OBJECTIVES

  • To understand the manager’s role in Succession Planning
  • To clarify the importance of an organization’s Succession Planning program
  • To identify and analyze critical positions requiring back ups on a temporary or permanent basis
  • To learn how to compare individual appraisals of past and present performance with assessments of future individual potential
  • To examine methods of grooming high potential employees for advancement by narrowing developmental gaps between present performance and future potential

LEARNING OUTCOMES

After attending this workshop, participants will be able to:

  • Identify the key replacement needs and the high potential people and critical positions to include in the succession plan
  • Clarify present and future work activities and work results
  • Compare present individual performance and future individual potential
  • Establish individual development plans (IDP) to prepare replacements and to develop high potential workers
CURRICULUM
DAY ONE
Introduction to Succession Planning
Essential components of Succession Planning
Understanding the manager’s role in Succession Planning
DAY TWO
Identifying replacement needs
Critical positions and high potential workers
Grooming high potential workers to meet succession needs
DAY THREE
Steps to ensure succession plans are kept current
Conducting quarterly and annual Succession Planning Meetings


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