Whether your organisation has sanctioned budget for the succession planning or not is different thing. However, primary requirement is whether you have understood the difference between Career Planning and Succession Planning. Click the following link to refer the difference;
Difference Between Career Planning and Succession Planning (with Comparison Chart) - Key Differences
Employee Succession Planning is also different from Replacement Planning. Click the following link to know difference between the two:
From your post, it appears that you wanted plan career for the employees. Therefore, before you embark upon the idea, check the difference.
Thanks for your prompt reply.
I understood the difference. Have identified managerial and above level key personnel. Have prepared their IDP 's as well.
Have started Succession Planning of managerial and above level of people. This is the first year year of development plan of the people who are being prepared to rise up to next level and achieve their career goal.
My query is related to outdoor training. Is it OK if people are not sent for any outdoor training during their development period. What if they are given majorly in house training by the current position holder or even other person senior to him.
The purpose of sharing links was to improve your understanding of the difference between career planning and succession planning. It appears that even after going through the links also, you have not understood the difference. [i]What you are doing or planning to do is Career Planning and not Succession Planning. Former is done for the lower level employees whereas latter is done to groom a person to hold a very senior level position like MD or Member of Board of Directors. When Mr Ratan Tata groomed Mr Cyrus Mistry to become Chairman of the Tata Trust, Mr Tata was doing succession planning.
Building skills or competencies is part of the career planning. Team-building skills can be developed on one's own by reading books also no need for outdoor training. Marketing persons of the few training companies sell outbound training (OBT) programmes as panacea of all the organisation's ills. However, hardly any HR professional or even owner of the training company has come forward to provide evidence of RoI on OBT. These breed include owners of the training companies who are former defence officers.
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Thanks again for your kind reply. Your reply is indeed very helpful in solving my queries.
Also hereby requesting you not to be negative as it was a typo error.
I am sure you understand it happens while typing in mobile.
You have recommended BEI for competency mapping. Nevertheless, what is important is whether interviewer is qualified enough to conduct the BEI. For a while consider the following level of competencies:
Level I: - Awareness
Level II: - Basic
Level III: - Proficient
Level IV: - Advanced
Level V: - Expert
Now suppose the interviewer is conducting BEI and he would like to ask questions on Conflict Handling or Analytical Thinking or any other competency. However, the interviewer has not certified on any of the competency. Supposed even if he/she is certified, and his/her level is Proficient or below then is the interviewer qualified to conduct BEI?
Most of the time, interviewers take help of resources freely available on the internet, use them couple of times. After using it couple of times, they certify themselves as "Expert". But then will it be right procedure?
Thanks a lot for pointing out the details of which I am aware. I have replied as per the question asked by Ms Seema about succession planning.
Any expert in BEI will have to have the competence,experience and knowledge required to handle this and there are experts available in the market (I am not the expert on this). There are genuine experts as well as fake experts, both are there in the market and it depends on the skills of person hiring the expert.
I was with automotive industry for some time hence aware of the requirement.
With Warm Regards