Deeptichawla
Hr Specialist
Deepa_thakkar2003
Executive Hrd

Thread Started by #deeptichawla

hello All,
I am sure you all must have heard and read abt Succession Planning . I want to know the practical aspects of it .
HOw to start teh process in a company where there are 500 employees and how to go abt it .
Thanks
deeps
12th July 2007 From India, Mumbai
I am attaching a document by Public Service Agenecy, Canada. They have provided detailed steps that can be adapted to suit ones needs. swati
13th July 2007 From India

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File Type: pdf sp_and_management_tools_134.pdf (244.8 KB, 749 views)

it begins with identifying attrition rate, if its high in aparticular dept, then target that first,
1.Identify the KEY positions,
2.Identify the qualities reqd to fulfill that ROle.
3.Identify the likely successors,min 2 to 3 for each key role
4. assesmt centre is a reliable way to identify, but if it looks a costly affair,then put a rating/numbers to the qualities identified for the role & rate each of them as per the requirement sum total all the ratings,
the highest scorer is successor 1 ,
& the rest would be 2nd likely successor & so on.....
Deepa Thakkar.
13th July 2007
thanks a lot for your respnses on Succession Planning . If any of you can also help me out with a rela time case , prefereably of some an Indian Company . Thanks deeps
17th July 2007 From India, Mumbai
well deepti, I had my summer training on succession plng itself & whatever steps I have mentioned have been succesfully implemented in a steel gaint where i had my summers. Deepa
17th July 2007
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