![]() ![]() Step 1: Identify significant business challenges in the next 1–5 years. Ensuring staff understand their role in the process and know what is expected of them.Clearly defining the development of key talent and.Understanding the importance of engaging executive and senior leaders in the process. ![]() Ensuring succession planning is closely tied to business strategy and goals.Within this document, you’ll find templates and tips for: We’ve broken succession planning down into three phases with clear steps, and the Succession Planning Toolkit (PDF) comprises a series of worksheets that move you through the succession planning process. Professional & Organizational Development’s Succession Planning Toolkit will help guide you, though we strongly suggest you involve your assigned HR consultant and/or HR administrator in this process as well. Focusing development of individuals to meet future business needs.Ī succession plan identifies future staffing needs and the people with the skills and potential to perform in these future roles.Selecting key competencies and skills necessary for business continuity.Identifying critical positions and highlighting potential vacancies.In the long term, succession planning strengthens the overall capability of the organization by: Taking a holistic view of current and future goals, this type of preparation ensures that you have the right people in the right jobs today and in the years to come. Succession planning is the process of identifying the critical positions within your organization and developing action plans for individuals to assume those positions. Organizational excellence and development.Professional & Organizational Development.HR Benefits, Analytics & Information Systems.University of Washington Human Resources University of Washington Human Resources Home ![]()
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