CAREER & SUCCESSION

PLANNING
Prepared By:
Purna Parasuraman
(A47)
Rahul D. Kulkarni (A48)
Richika Agarwala (A49)
Rishabh Lal
(A50)
Rohit Bharadwaj (A51)

What is Career?
Herbert Simon defines career as an
honorable occupation which one normally
takes up during his/her youth with the
expectation of advancement and pursues it
until retirement.

Career Planning &

Development
Career

Planning is a process whereby an

individual sets career goals and identifies
means to achieve them
Organizational
career planning is the
planned succession of jobs worked out by
a firm to develop its employees
Career Development ensures that people
with proper qualifications and experiences
are available when needed

Objective of Career Planning

Identifying and making clear opportunities
available.
Reduce employee turnover.
Increase productivity.
Identify career stages and
enhance the motivation level.
Achieve the organization's
goal by providing the employees
paths to reach higher order needs.

Career Planning Flow & Stages

Career Planning

Career Goals
Career Paths

Career

Feed Back

Career stages and Important needs

Needs

Age
Career
Stages

Safety,
Security
Physiological
20

Exploration

Safety,
Security
25

Achievement
esteem,
autonomy
30

Establishment Mid-career

Self
Esteem
actualization actualization
45

Late career

55

65

Decline

PROCESS OF
CAREER PLANNING

SUGGESTIONS FOR EFFECTIVE

CAREER DEVELOPMENT

Individual Career Choices

Benefits of Career Planning

To Individual Employee
Explicit Career Path
Focused Self-Development
Increased Productivity
To the organization
Assured availability of talent
Attracting and retaining talent
Promoting organizational image
Protecting interests of special group of
employees

Challenges of Career
Development
Laissez-Faire attitude of Management : The
management restricts itself to identify talents
Assumption that job rotation or an overseas
assignment
is
itself
a
developmental
experience
Making
promotions or lateral moves that
stretch the person to the point of breaking
Moving high potential individual from one role
to another too quickly
Some individuals are too ambitious, impatient
and greedy

SUCCESSION PLANNING
Employees
Leave
They always
do!

Preparation for that day is

Succession Planning

What is Succession
Planning?
Succession Planning is
the Process of identifying
and developing suitable
Team Members who are
able to replace Key
Positions as and when
required.
In nutshell Strategic Planning will help :1. To prepare Team Members for leadership roles and make
them ready for new roles as & when need arises.
2. To plan Career Path for talented Team Members.
3. Risk Management.

Succession Planning is NOT

A

one time event.

Decided by an individual.
Used solely for individual career
advancement opportunities.
Reacting only when a position becomes open.
Line mangers relying solely on their own
knowledge/comfort with candidates.

Career Planning vs Succession

Planning

Definition of key position:

A key position is one that exerts critical influence on the
organization's activities-strategically, operationally or
both.

Key Position Criteria

Critical Task
Specialized Competency
Organizational Structure
Work Load
If answer of any criteria is Yes then it is Critical Position

Prepare High Potential Selection Grid

High
Potential

Promotion
Potential

Promotion
due as per
Career Plan

Well Placed

Performance evaluation
score

Prepare Replacement
Inventory
Key
Position-1
<Name>

Key
Position-2
<Name>

Successor 1
<Name>

Successor 1
<Name>

Successor 2
<Name>

Successor 2
<Name>

Successor 3
<Name>

Key
Position-3
<Name>

Key
Position-4
<Name>

Readiness
Scale
Ready Now

Successor 1
<Name>

Ready within
one year
Successor 1
<Name>

Ready within
2-3 years

No

Competency

Action Oriented

Influence Ability

Composure

Conflict
Management

Interpersonal Savvy

Listening

Negotiating

Organizational
Agility

Perseverance

10

Presentation Skills

Others

Identify the competencies required

for the job and map it to the
competencies possessed by the
candidates to identify the gaps.

Training Need
Priority Gaps
TM s Strengths

 Identify training and development strategies in the

form of
Classroom Training.
Management Development Program.
Job Rotation
Shadow Projects.
Develop retention strategies.
Create knowledge management and transfer
strategies.

THANK YOU!!