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1. Human
Resource
Planning
Your Company Name
1

2. 2
Content Succession and
Career Planning Overview
Manage
Ongoing Process
Identify the
Critical Position
Roadblocks to
Succession and Career Planning
Employee Competency
and Assessment Grid
Overcoming Roadblocks in
Succession and Career Planning
Succession Plan
Sample Flowchart
Performance
Improvement Plan
Succession Planning
Modelling Chart
Key Development
Practices
Key Succession &
Career Planning Metrics
Evaluate, Monitor and
Observe Succession Planning
Development of
Succession and Career Plan
Succession Planning
Backup Summary

3. 3
SuccessionandCareer
PlanningOverview Evaluate , Monitor and
Observe Succession Planning
Identify
Critical Positions
Employee Competency
and Assessment Grid
Key Succession
Planning Metrics
Development of Succession
and Career Plan
Manage Ongoing
Processes and Action Plan
Training &
Development
Succession
Planning is an
Ongoing Process

4. 4
IdentifytheCritical
Position1/2 Succession Planning
Business- Critical
Position 1
Ready now 1-2 years > 2 years (year estimated)
Head of Sales
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Business- Critical
Position 2
Ready now 1-2 years > 2 years (year estimated)
Head of Operations
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Business- Critical
Position 3
Ready now 1-2 years > 2 years (year estimated)
Head of R&D
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This slide covers the
critical positions that
require succession
planning along with
the time frame.

5. Identify the Critical Position 2/2
Position
Variability in
Performance
Impact on
Strategic
Outcomes
Scarcity of
Resource
Impact on Other
Strategic
Activities
Total
Score
Job A 3 3 2 2 10
Job B 4 4 4 3 15
Job C 4 5 4 3 16
Instructions:
Complete the table for each job using a scale from 1 (low) to 5 (high)
Highest total score = most critical
5
Here we have listed job
positions and their
relevance in different
criteria's. Rate the
position on basis of
relevance in those
criteria’s.

6. 6
EmployeeCompetency
andAssessmentGrid Needs
Improvement
High Performance
/High Potential
Enhance
Current Role
Bad Hire/Replace/
Counseling
Meets
Expectations
Exceeds
Expectations
Current Role Must Be
Enhanced
Low Performance/
Low Potential
LeadershipPotential
High
Low Performance High
Succession
Planning
Candidate
High
Growth
Limited
This model helps to
easily identify
individual’s performance
and potential for the
specific position in the
coming future.

7. 7
SuccessionPlan
SampleFlowchart VP Sale
VP Service
VP Marketing
Name Readiness
Jene Smith Ready Now
Text Here Text Here
Name Readiness
Mil Lee 3 Years
Text Here Text Here
Name Readiness
Chairs Brown 1 Years
Text Here Text Here
This slide shows a
succession planning
specimen defining
designations and
employee readiness to
takeover that position.
Name Readiness
Rich kemp 1-2 years
Min lee 2 years
CEO

8. Succession Planning Modelling Chart
Succession Planning
Elements
Succession Planning
Objective
Succession Planning
Tools
Build a leadership pipeline Ensure organizational leadership sustainability
• Leadership competency development plan
• Leadership talent pool development
• Text here
Develop critical function successors
Mitigate impact of attention and employee mobility on
the utility’s critical functions
• Recent retiree consulting
• Monitoring
• Text here
Staff Development Develop layers to perform organizational functions
• Staff development plans
• Cross-training and work rotation
• Your text here
Add succession planning element here Add succession planning objective here
• Update and modify compensation and classification system
• Career path planning
Add succession planning element here Add succession planning objective here
• Update and maintain key organization knowledge resource
• Documents and codify key processes and functions
• Expert interview
• Your text here
8
We have specified here
various planning
elements, objectives and
necessary planning tools
that are required for
succession planning
implementation.

9. Key Succession & Career Planning Metrics
9
Potential
Does the employee
demonstrate the ability
and qualities to take on
additional responsibilities
and roles?
01
Risk of Loss
Whether the employee
seems excited about his
or her current position, or
ready for a career move?
02
Key Succession
Planning Metric
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03
Readiness
Does the employee have
the skills and experiences
needed to be successful
in his next role?
04
Impact of Loss
What would be the impact
on the organization when
an employee will leave?
05

10. Development of Succession and Career Plan
SM
Focus
Business
Focus
Predictive Text Here
4. Talent
Mobility and Upgrading
Text Here5.8%
Business-
Aligned
Healthy
Leadership and
key individual
contributor bench
3. Succession
Planning and Management
Competitive
parity and
business growth
50.8%
Effective Text Here
2. Executive
/Sr.Leader Replacement
Business
process
effectiveness
30.1%
Effective Text Here
1. Individual
Development Planning
Skill
development
by leader
25.2%
10
In order to develop a
successful succession &
career plan indicate the
step wise planning
required along with the
business & succession
management focus.

11. Manage Ongoing Process 1/2
Leadership Competencies Rating:
N/A – not applicable IE – Ineffective SE – Somewhat Effective E – Effective
VE – Very Effective O - Outstanding
Name of
Individual
Business
acumen
Dealing
with
ambiguity
Decision
quality
Developing
direct reports
& Others
Drive for
results
Interpersonal
savvy
Managerial
courage
Managing
vision &
purpose
Managing &
measuring
work
Priority
Setting
Problem
solving
Strategic
agility
John Smith
VE E E O O O SE IE SE SE O O
Text Here
Cultural Capabilities Rating: n/a, ie, se, e, ve, o
Derailer Assessment Rating:
Np – not a problem pnp – probably not a problem ns – not sure pp – probably a problem dp – definitely a problem ne– not enough information
Name of
Individual
Tenaciously
resourceful
Passionately
aligned
Dynamically
responsive
Derailers:
Betrayal
Of trust
Defensiveness
Lack of
ethics
& values
Failure to
staff
effectively
Insensitive
to others
Performance
problems
Megan Markle E VE O NS DP NP O NP O
Text here
11
Here we are assessing
the employees on the
basis of variety of
factors to determine
their readiness for
succession planning.

12. Manage Ongoing Processes 2/2
Employee Information
Name: Current Job Title:
Date of Meeting/Interaction: Individual/s Providing Feedback:
Cultural Capabilities – Provide any Feedback on Behaviors Related to Our Cultural Capabilities
Tenaciously Resourceful
Dynamically Responsive
Passionately Aligned
Cultural Capability
Leadership Competencies: Ratings: (N/A – Not Applicable, IE – Ineffective, SE – Somewhat Effective, E – Effective, VE – Very
Effective, O – Outstanding)
Business Acumen: Dealing with Ambiguity: Decision Quality: (SE)
Developing Direct Reports and Others: (E) Drive for Results: (O) Interpersonal Savvy: (VE)
Managerial Courage: (E) Managing Vision and Purpose: (O) Managing and Measuring Work: (VE)
Describe Purpose For Rating/S Above, Be As Specific As Possible:
Text Here
Functional Competencies:
Text Here Text Here Text Here
12
Here we are assessing
the employees on the
basis of variety of
factors to determine
their readiness for
succession planning.

13. Roadblocks to Succession and Career Planning
13
This slide specify the
obstacles in the pathway
of succession planning,
in percentage.
Lack of Top Management
Support
Lack of a Talent
Assessment Database
Organization Don’t Encourage
the Sharing of Resources
Text Here
Text Here
Text Here
Text Here 40
40
45
50
55
60
65

14. Overcoming Roadblocks in Succession and Career Planning
Prioritize Goals/
Solutions Action Items
Which barrier will
prevent your
success?
What can you do
to reduce this
barrie?
What are your start and
end dates for reducing
the barrier?
Who can help you
reduce this
barrier?
What will be
evidence of
completion?
How will you
measure success for
this goal?
Priority:________
Process for employee
identification
Text Here Text Here Text Here Text Here Text Here Text Here
Priority:________
Streamline frequency
& duration of
interventions
Text Here Text Here Text Here Text Here Text Here Text Here
Priority:________
Common tool for
progress monitoring
Text Here Text Here Text Here Text Here Text Here Text Here
Priority:________
Other
Text Here Text Here Text Here Text Here Text Here Text Here
14
This slide shows the
action plan that needs to
be followed in order to
overcome succession
planning roadblocks.

15. Performance Improvement Plan
Improvement
Objectives
Success
Criteria
Additional Support
Required
Review
Schedule
Objective
Outcome
What individual should do to
improve performance
Set the success criteria's
here
Support that an individual require
in order to achieve standards
When will the progress be
reviewed ?
Action to be taken if
objectives are not met
Text Here Text Here Text Here Text Here Text Here
Text Here Text Here Text Here Text Here Text Here
Text Here Text Here Text Here Text Here Text Here
15
In order to train and
develop the employees
for future positions, we
have specified a plan.

16. Key Development Practices
Initiative Type of Developmental Practice
Action Learning Experiential Learning
Cross-Functional Job Rotations Experiential Learning
360-degree Feedback Assessment
Exposure to Senior Executives Education
External Coaching Coaching
Global Job Rotations Experiential Learning
Exposure to Strategic Agenda Education
Mentoring Coaching
Text Here Education
Text Here Education
Text Here Experiential Learning
Text Here Education
LeastMeaningfulMostMeaningful
16
List down the talent and
development initiatives
for succession planning
along with the
development practices
that needs to be
undertaken.

17. Evaluate, Monitor and Observe Succession Planning
Succession
Planning Task
Status Start Date Quarter 1 Quarter 2 Quarter 3 Quarter 4
Task 1 Ongoing DD-MM-YY Jan Feb Mar Apr May June July Aug Sep Oct Nov Dec
Task 2 Finished DD-MM-YY
Task 3 Ongoing DD-MM-YY
Task 4 Finished DD-MM-YY
Task 5 Ongoing DD-MM-YY
Task 6 Text Here DD-MM-YY
Task 7 Text Here DD-MM-YY
Task 8 Text Here DD-MM-YY
Task 9 Text Here DD-MM-YY
Text Here
Text Here
Text Here
Text Here
Text Here
Text Here
Text Here
Text Here
Text Here
17
Continuously evaluate
and monitor succession
planning process with
the help of table
mentioned.

18. Succession Planning Backup Summary-Simple Format
Key Position
Title
Incumbent
Name
Position
Vulnerability
Succession Candidate
Names
Open in
< 1 yr
Open in
1–3 yrs
Open in
3 + yrs
Ready in
< 1 yr
Ready in
1–3 yrs
Ready in
3 + yrs
Head of Marketing Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Head of Sales Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Head of R&d Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Position 4 Text Here Text Here Text Here Text Here Text Here Text Here Text Here
Position 5 Text Here Text Here Text Here Text Here Text Here Text Here Text Here
18
This table covers key
positions for succession
along with name of
candidates and their
relevant positions.

19. Succession Planning Backup Summary- Detailed Format
Name: Title:
2. Special Assignment
Assignments to be Given this year
Overall Performance Summary
Indicate recent performance details
3. Training: (What Specific Training or Seminars are
Training recommended for development
Development Needs:
1. On the Job :
Action plan for employee this year
Recommended Next Position:
Highlight the details of next assignment
Key Strengths:
Indicate key technical competencies
Development Needs:
Indicate the requirements for the next level
Potential for Promotion
Indicate the employee readiness level
Ready Now for the Next Level.
Ready in the Next 24 Months.
Ready in 2 to 3 Years.
19
List down the employee
strengths and training
and development needs
for future job positions.

20. 20
CoffeeBreak
Coffee Break
11:00 am - 11:15 am
Let’s Take a Break

21. 21
AboutUs Professional
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Target Audiences
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Values Client
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22. Important Notes
01
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02
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04
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23. Our Team
Designation
Name Here
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Designation
Name Here
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Designation
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24. 24
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85%
Text Here
98%
Text Here

25. Financial
35%
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50%
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Minimum
Medium
Maximum
75%
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26. 26
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27. Puzzle
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01 02 03 04 05
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28. 28
OurMission
Our Goal
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Our Mission
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Our Vision
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29. Lego
01 03 05
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30. Magnify Glass
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31. 31
ThankYou Address:
# street number, city, state
Contact Numbers:
0123456789
Email Address:
emailaddress123@gmail.com