- Succession plans need to not only mitigate risks of vacancies in critical roles but also ensure employees are being purposefully developed and engaged. Career development is especially important as it was cited as the number one reason for leaving an organization according to McLean & Company’s Exit Survey.
- Organizations are looking for a standard process for succession planning, when in reality, there is no one-size-fits-all solution.
- Succession planning is a continuous process that requires regular assessments and modifications to keep up with the pace of change in our world of work.
- Not all roles are equal some are more important to the organization than others. Succession plans need to focus on critical roles within the organization to ensure the efficient use of efforts and resources.
- Organizations need to be agile in their approach to succession planning. Certain critical roles require a conventional succession plan while others are better suited for shared talent pools.
Impact and Result
- Focus succession plans on critical roles to ensure the efficient use of efforts and resources.
- Create role groups to develop cross-functional capabilities.
- Facilitate multiple calibration sessions to populate talent pools.
- Ensure succession plans remain relevant by evaluating talent pools regularly and planning through the transition process.
This program has been approved for continuing professional development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).
McLean & Company is recognized by SHRM and can award Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.
HR Certification Institute’s® official seal confirms that McLean & Company meets the criteria for pre-approved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®.
How to complete this course:
Use these videos, along with the Project Blueprint deck above, to gain an understanding of the subject. Start with the Introduction, then move through each of the Course Modules. At the end of each Module, you will be required to complete a short test to demonstrate your understanding. You will complete this course when you have completed all of the course tests.
- Number of Course Modules: 5
- Estimated Completion Time: 1.5 hours
Identify critical roles at all levels to include in succession planning, group similar roles so that they may share a talent pool, and populate talent pools through calibration processes.
By the end of this course, learners will be able to:
- Discuss how succession plans can be agile/flexible.
- Describe the steps involved in creating a flexible succession plan, and explain how to tailor them to their organization.
- Explain how succession planning integrates with talent management.
Workshop: Implement Flexible Succession Plans to Support Organizational Continuity
Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Set Goals, Assess Key TM Practices, and Create Role Profiles
- Make the case for designing an agile succession plan.
- Set SMART goals and objectives.
- Identify key gaps.
Key Benefits Achieved
- Use McLean & Company’s framework to add flexibility to succession plans.
- A vision for the succession planning process.
- A plan of action to address gaps and integrate talent management practices.
Set succession planning goals and objectives.
- Succession planning goals, objectives, and metrics of success
Assess key talent management (TM) practices that support succession planning.
- Assessment of TM practices
- Plan of action to address any TM gaps
Identify critical roles and create individual role profiles.
- Completed role profiles
Module 2: Create Role Groups and Prepare to Populate Talent Pools
- Organize and profile roles to create talent pools.
- Prepare for talent calibration sessions.
Key Benefits Achieved
- Critical roles identified.
- Talent pools populated.
Group like roles.
- Role groups identified and their profiles defined
Create role group profiles.
Determine minimum criteria for employees to be placed in talent pool.
- Minimum criteria for talent pools identified
Set up process to gather information on talent.
- Process to gather employee information set
Prepare for calibration sessions.
- Prepared to conduct talent calibration sessions
Module 3: Define Implementation Action Plan
- Prepare to develop talent.
- Roll out succession planning program.
Key Benefits Achieved
- Developed employees to succeed into key gaps.
Plan for development.
- Plan of action for employee development
Define your selection process.
- Defined selection process
Determine the rollout plan.
- Identified succession planning implementation and maintenance plan