Re: Succession Planning & Career Development

SUCCESSION PLANNING POLICY   OBJECTIVE:   •         To identify replacement needs •         To provide opportunities for high potential workers (retention) •         To increase pool of promotable employees •         To support implementation of business plan •         To guide individuals in their career paths •         To encourage the advancement of diverse groups •         To improve ability to respond to changing environmental demands •         To improve employee morale •         To cope with the effects of downsizing, attrition, retirements   OPERATIVE AUTHORITY:   MANAGEMENT HR HEAD OF THE DEPARTMENT   OPERATING PROCESS:   If an employee is not available one should always have someone skilled and ready to act as a replacement.   Assess the potential vacancies in leadership and other key positions (who are of retirement age? Which positions/departments/divisions are most affected?)   Assess the readiness of current staff to assume the positions.   --- On Wed, 6/16/10, Mathews K M <mathewskm@yahoo.co.in> wrote: From: Mathews K M <mathewskm@yahoo.co.in> Subject: Succession Planning & Career Development To: SixSigmaHR@yahoogroups.com Date: Wednesday, June 16, 2010, 10:51 PM   Dear All,   Please share with me the policy on Succession Planning & Career Development Plans   Thanks & regards,   Matt

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