Description
The PPT describing about Succession Planning.
Succession Planning
?
Process through which senior level openings are planned for and eventually filled
Steps….
?
?
?
Anticipate mgmt needs based on factors like planned expansion Review firm’s mgmt skills inventory to assess current talent Create replacement charts that summarise potential candidates and each person’s development needs
Career Management
?
The deliberate process through which a person becomes aware of personal career related attributes and the lifelong series of stages that contribute to his or her career fulfillment
Implications.
?
?
? ?
Psychological contract HR activities? Career dev roles Employer’s role in career mgmt -realistic job previews - posting job openings - reality shock
?
?
? ?
Career oriented appraisals Periodic Job rotation Mentoring opportunities Career planning workshops
Promotions and transfers
?
? ?
?
?
Making promotion decisions based on -seniority -competence -formal or informal Vertical or horizontal
?
Transfers
Career mgmt: Career dev programs Career oriented appraisals Career records / job posting systems Creating a better environment
?
Creating Effective Career Development Programs
Three Assumptions:
1.
Developing effective life/work self-management skills is critical for leading successful lives.
Despite limited resources, we can develop effective, intentional career development programs.
2.
3.
Career development is everyone’s responsibility.
Defining terms
A job is a defined work role with a specific organization (paid or unpaid)
Example:.
An occupation is a wide category of jobs with similar characteristics. Example: physician, engineer, educator, or scientist.
A career is a lifetime journey of building and making good use of your
skills, knowledge and experiences. It is the total of all events and relationships in our lives: family, friends, education, work, and leisure activities.
Career Development involves one’s whole life, not just occupation…it concerns him or her in the ever-changing contexts of his or her life…self and
circumstances — evolving, changing, unfolding in mutual interaction.”
•(Wolfe and Kolb (1980)
Helping people learn how to manage their ever changing lives
Help people learn the skills they will need — lifelong — to be self-reliant, resilient citizens, able to find work they love in times of constant workforce change and to maintain balance between work and their other life roles
Source: Phil Jarvis, Vice President National Life/Work Center
Informed & Considered Career Development Works
Educational Outcomes
• • •
Improved preparation and participation in postsecondary education Higher graduation and retention rates Better articulation among levels of education and between education and work Higher levels of worker satisfaction and career retention Shorter path to primary labor market for young workers Lower incidence of work-related stress and depression Higher incomes and increased tax revenues Lower rates and shorter periods of unemployment Increased worker productivity
“The Educational, Social, and Economic Value of Informed and Considered Career Decisions” Scott Gillie and Meegan Gillie Isenhour, Fall 2003
Social Benefits
• • •
Economic Consequences
• • •
Most career decision-making is unintentional and uninformed…
•
78% of students credit their parents as the top adult influence regarding career planning
65% of working adults do not believe they are in the right job
(NCDA/Gallup, 1999)
•
Changing Work Dynamic
What the workforce experiences today and in the future:
Global competition made possible by rapidly evolving technology Organizations continuously re-defining their missions and “right-sizing” Re-definition of jobs and work; You may face up to 25 jobs in 5 different occupational sectors;
•
•
•
The Old Paradigm in Career Development and Planning
From: A linear, destination-oriented model of:
“What do you want to be when you grow up?”
Birth
Education/Training Job Choice
Education/Training
Employment
Retirement
Source: Phil Jarvis, Vice President National Life/Work Center
Moving to a New Paradigm in Career Development and Planning
Source: Phil Jarvis, Vice President National Life/Work Center
Need Career Self-Management Competencies
Life/Career Self-Management Skills:
• • • • Creating and managing career plans Decision making/problem solving Accessing career and labor market information Academic, occupational and employability skills
•
•
Balancing life and work roles
Changing societal needs and economic conditions
Employability Skills (What Employers Want in Employees)
?
Can communicate, solve problems and continue to learn
?
Have positive attitudes and behaviors Are responsible and adaptable Who can work with others as a team Have strong educational and career exploration and planning skills
?
?
?
doc_662728971.ppt
The PPT describing about Succession Planning.
Succession Planning
?
Process through which senior level openings are planned for and eventually filled
Steps….
?
?
?
Anticipate mgmt needs based on factors like planned expansion Review firm’s mgmt skills inventory to assess current talent Create replacement charts that summarise potential candidates and each person’s development needs
Career Management
?
The deliberate process through which a person becomes aware of personal career related attributes and the lifelong series of stages that contribute to his or her career fulfillment
Implications.
?
?
? ?
Psychological contract HR activities? Career dev roles Employer’s role in career mgmt -realistic job previews - posting job openings - reality shock
?
?
? ?
Career oriented appraisals Periodic Job rotation Mentoring opportunities Career planning workshops
Promotions and transfers
?
? ?
?
?
Making promotion decisions based on -seniority -competence -formal or informal Vertical or horizontal
?
Transfers
Career mgmt: Career dev programs Career oriented appraisals Career records / job posting systems Creating a better environment
?
Creating Effective Career Development Programs
Three Assumptions:
1.
Developing effective life/work self-management skills is critical for leading successful lives.
Despite limited resources, we can develop effective, intentional career development programs.
2.
3.
Career development is everyone’s responsibility.
Defining terms
A job is a defined work role with a specific organization (paid or unpaid)
Example:.
An occupation is a wide category of jobs with similar characteristics. Example: physician, engineer, educator, or scientist.
A career is a lifetime journey of building and making good use of your
skills, knowledge and experiences. It is the total of all events and relationships in our lives: family, friends, education, work, and leisure activities.
Career Development involves one’s whole life, not just occupation…it concerns him or her in the ever-changing contexts of his or her life…self and
circumstances — evolving, changing, unfolding in mutual interaction.”
•(Wolfe and Kolb (1980)
Helping people learn how to manage their ever changing lives
Help people learn the skills they will need — lifelong — to be self-reliant, resilient citizens, able to find work they love in times of constant workforce change and to maintain balance between work and their other life roles
Source: Phil Jarvis, Vice President National Life/Work Center
Informed & Considered Career Development Works
Educational Outcomes
• • •
Improved preparation and participation in postsecondary education Higher graduation and retention rates Better articulation among levels of education and between education and work Higher levels of worker satisfaction and career retention Shorter path to primary labor market for young workers Lower incidence of work-related stress and depression Higher incomes and increased tax revenues Lower rates and shorter periods of unemployment Increased worker productivity
“The Educational, Social, and Economic Value of Informed and Considered Career Decisions” Scott Gillie and Meegan Gillie Isenhour, Fall 2003
Social Benefits
• • •
Economic Consequences
• • •
Most career decision-making is unintentional and uninformed…
•
78% of students credit their parents as the top adult influence regarding career planning
65% of working adults do not believe they are in the right job
(NCDA/Gallup, 1999)
•
Changing Work Dynamic
What the workforce experiences today and in the future:
Global competition made possible by rapidly evolving technology Organizations continuously re-defining their missions and “right-sizing” Re-definition of jobs and work; You may face up to 25 jobs in 5 different occupational sectors;
•
•
•
The Old Paradigm in Career Development and Planning
From: A linear, destination-oriented model of:
“What do you want to be when you grow up?”
Birth
Education/Training Job Choice
Education/Training
Employment
Retirement
Source: Phil Jarvis, Vice President National Life/Work Center
Moving to a New Paradigm in Career Development and Planning
Source: Phil Jarvis, Vice President National Life/Work Center
Need Career Self-Management Competencies
Life/Career Self-Management Skills:
• • • • Creating and managing career plans Decision making/problem solving Accessing career and labor market information Academic, occupational and employability skills
•
•
Balancing life and work roles
Changing societal needs and economic conditions
Employability Skills (What Employers Want in Employees)
?
Can communicate, solve problems and continue to learn
?
Have positive attitudes and behaviors Are responsible and adaptable Who can work with others as a team Have strong educational and career exploration and planning skills
?
?
?
doc_662728971.ppt