Six steps for bottom-up succession planning
Given today’s workplace reality, the succession plan now calls for a number of fundamental steps.
1. IDENTIFY POSITION REQUIREMENTS
2. CONSIDER INTERNAL TALENT POOL
3. CONDUCT A GAP ANALYSIS
4. DETERMINE OPTIMAL SOURCE OF TALENT
5. DEVELOP A TRAINING PLAN
Planning for the Entry Level
“When planning for entry level employees, weigh the answers to the following questions:
- How many employees are over 45, 50, 55, and 60?
- How many of those employees are in front-line jobs, supervisory jobs, and management jobs?
- Do the supervisory jobs get filled from the front-line ranks?
- Do the management jobs get filled from the supervisory ranks?
- How long does it take to train a new employee to the point of competence in each of these levels?
- What was the average retirement age in your organization each year over the last 10 years in each of these levels?
- Who are you in competition with for your work force?
- Is your competition for employees facing a similar challenge? If not, why not?
- What are the implications of running key departments understaffed for significant periods?
- What does your collective agreement require in terms of opportunities for employees to transfer between jobs?
- What are the alternatives to hiring?
Meeting Your Requirements for the Future”