Scribd Logo
Upload

Welcome to Scribd!

  • 127 views

    Growing Talent

    Uploaded by

    Soma Sundaram
    This document discusses succession planning and the challenges of institutionalizing talent management. Succession planning is the process of developing talent to meet an organization's current and future needs. It involves identifying competencies, measuring and assessing potential, narrowing gaps, and evaluating results. Challenges include getting board participation, developing a complete system rather than standalone activities, overcoming fears in senior management, and convincing top management of benefits. Additional challenges are aligning values, positions, and strategic plans; defining talent management as a shared rather than HR responsibility; aligning programs with culture; establishing realistic goals; encouraging employee rotation; and ensuring leadership programs are considered legitimate. The document outlines the basic succession management cycle and benefits such as easier vacancies to fill

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content

    Growing Talent

    Uploaded by

    Soma Sundaram
    127 views7 pages
    This document discusses succession planning and the challenges of institutionalizing talent management. Succession planning is the process of developing talent to meet an organization's current and future needs. It involves identifying competencies, measuring and assessing potential, narrowing gaps, and evaluating results. Challenges include getting board participation, developing a complete system rather than standalone activities, overcoming fears in senior management, and convincing top management of benefits. Additional challenges are aligning values, positions, and strategic plans; defining talent management as a shared rather than HR responsibility; aligning programs with culture; establishing realistic goals; encouraging employee rotation; and ensuring leadership programs are considered legitimate. The document outlines the basic succession management cycle and benefits such as easier vacancies to fill

    Original Description:

    Growing talent as if your business depended on it

    Copyright

    © © All Rights Reserved

    Available Formats

    PPTX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    This document discusses succession planning and the challenges of institutionalizing talent management. Succession planning is the process of developing talent to meet an organization's current and future needs. It involves identifying competencies, measuring and assessing potential, narrowing gaps, and evaluating results. Challenges include getting board participation, developing a complete system rather than standalone activities, overcoming fears in senior management, and convincing top management of benefits. Additional challenges are aligning values, positions, and strategic plans; defining talent management as a shared rather than HR responsibility; aligning programs with culture; establishing realistic goals; encouraging employee rotation; and ensuring leadership programs are considered legitimate. The document outlines the basic succession management cycle and benefits such as easier vacancies to fill

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as pptx, pdf, or txt
    127 views7 pages

    Growing Talent

    Uploaded by

    Soma Sundaram
    This document discusses succession planning and the challenges of institutionalizing talent management. Succession planning is the process of developing talent to meet an organization's current and future needs. It involves identifying competencies, measuring and assessing potential, narrowing gaps, and evaluating results. Challenges include getting board participation, developing a complete system rather than standalone activities, overcoming fears in senior management, and convincing top management of benefits. Additional challenges are aligning values, positions, and strategic plans; defining talent management as a shared rather than HR responsibility; aligning programs with culture; establishing realistic goals; encouraging employee rotation; and ensuring leadership programs are considered legitimate. The document outlines the basic succession management cycle and benefits such as easier vacancies to fill

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as pptx, pdf, or txt
    of 7

    Case Study

    Growing talent as if your


    business depended on it

    Succession Planning
    Succession Planning:
    Simply stated, succession planning is a process of developing
    talent to meet the needs of the organization now and in the future.
    Need:
    Organizational leaders need to think about aligning their staffing
    and leadership needs with the organizations future strategic
    objectives.
    Components of Succession planning :

    Identifying present and future competency required.

    Way to measure it

    Methods to asses potential

    Narrowing gaps

    Evaluating results.

    Challenges in institutionalizing talent


    management
    Board Participation: Ensuring the
    involvement & active participation of the board
    which do not perceive the lack of leadership
    development as a threat to the companys
    future.
    Lack Of complete System : Standalone adhoc activities carried out by HR departments
    fail to bring about the importance of this
    process.
    Underlying Fear : Lack of succession planning
    due to Inherent fears and underlying defense
    mechanism in senior management.
    Convince Top Management : Difficult to
    convince the senior management about
    benefits of Talent Management.

    Challenges in institutionalizing talent


    management

    Identifying and propagating the right


    values for the right position at the right
    time.
    Aligning : Aligning succession plan to the
    organizations strategic plan.
    Defining it as an HR problem : People
    conceive Talent management as HR
    problem not as a responsibility shared by
    the Board of Directors, senior leadership
    team.
    To Align program with existing and future
    organizational culture
    Not Establishing confused or overly
    ambitious goals.

    Challenges in institutionalizing talent


    management
    Employee Rotation: Convincing unit
    heads to encourage to part with their rising
    stars in order to help them acquire exposure
    to the various functions of the business.
    Conveying Significance : Ensure
    employees understand the motive and
    significance of job rotation and not consider it
    a threat to their position.
    Ensuring the leadership development system
    reinforce the perception you want people
    to have about the company.
    Ensure the employees consider the
    leadership programs legitimate & believe
    the candidates chosen for a position are truly
    qualified

    Basic Succession Management


    Cycle
    Definition

    of Strategy and Competencies


    needed for the Future
    Talent Review
    High Potential Identification
    Assessment and Gap Analysis
    Development Planning and Leadership
    Development

    Benefits

    Easier to fill vacancies


    Alignment with culture and strategic goals of
    company
    Prepared for the unknown
    Capability enhancement
    Ample supply of talent.

    THANKS.

    You might also like