接班計劃-九格分析
14页1、What is Succession Planning?nSuccession planning is a deliberative and systematic effort by an organization to ensure leadership continuity in key positions, retain and develop intellectual and knowledge capital for the future, and encourage individual advancement. nSystematic succession planning occurs when an organization adapts specific procedures to insure the identification, development, and long term retention of talented individuals. Its all about readiness: the right people, for the righ
2、t jobs, at the right time.1Business Drivers of Succession Management ProgramsnLabor market realitiesRetirement of Baby BoomersnThe first Baby Boomers (1946-1964) will be eligible for early Social Security payments in 2008.Tightening of labor marketnThe U.S. Bureau of Labor Statistics (BLS) projects a labor force of 162.3 million individuals in 2012 and expects that the economy will require 165.3 million jobs to be filled.Increased global competitionnImprove the organizations bench strength in ke
3、y positionsnIdentify high potentials early and devise strategies to retain talentPeople who are perceived to be potential successors to those at higher organization levelsnDifficulty finding candidates outside the organization and desire to promote from withinnUnexpected loss of key leaders/talentnReducing the cost of replacing employees2The Four Succession RisksVacancy Risk: When a critical leadership position is not filledReadiness Risk: Underdeveloped successorsTransition Risk: Poor assimilat
4、ion of executive talentPortfolio Risk: Poor deployment of talent against business goalsCorporate Leadership Council, 20033Succession Management Best PracticesnAligning succession management with organizational strategynHaving leadership support and involvementnHiring potential successors for organizational compatibilitynHolding leaders accountable for developing their talentnBuilding a clear and robust process ahead of time; avoid multiple ad hoc processes across an organizationnEnsuring data-dr
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