Questions for SUCCESSion Planning
Ready to get your Succession Planning off to a good start? Prepare by answering the following questions: ¸ Have you identified the competencies necessary for successful leadership at your company?
¸ How does your company identify key positions? Have competencies been identified for each individual position?
¸ What percentage of vacancies in key positions should be filled from within? from outside? Should certain positions be handled in other ways?
¸ What part should individual career goals play in succession planning?
¸ Should employees from legally protected groups (women, minorities, and the disabled) fill a certain number of key positions?
¸ What is the definition of “High Potential” at your company? Does your HR process support that definition?
¸ Has your company identified and rewarded HiPos? What is the turnover rate of HiPos?
¸ How should those identified as HiPos be prepared for advancement, and how should advancement be defined?
¸ What should be the role and responsibility of each manager and the HR department in the process of developing HiPos?
¸ To what degree should the company communicate about the status of individuals who are identified as succession candidates or HiPos?
(HiPos = High Potential employees who have been identified as potential replacements for company leadership positions)
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