SUCCESSION PL ANNING AND

POTENTIAL APPRAISAL

SUCCESSION PL ANNING IS A PROCESS OF IDENTIF YING, DEVELOPING AND TRANSITIONING POTENTIAL SUCCESSORS FOR THE COMPANIES PRESENT AND FUTURE KEY ROLES, ALIGNED WITH THE TALENT AND AMBITIONS OF ITS CURRENT EMPLOYEES AND TALENT NET WORK .

Importance of succession planning-

The most important reason, of course, is that we rely on staff to

carry out our missions, provide services and meet our

organization's goals. We need to think about what would

happen to those services or our ability to fulfill our mission if a

key staff member left.

Organization facing other organizational challenges, thinking

about who the next executive director might be or what would

happen if the director of finance suddenly left is not high on

their priority list.

STEPS OF SUCCESSION PLANNING

SOME CHALLENGES TO SUCCESSION PLANNING ARE:1)SIZE OF THE ORGANIZATION2)LACK OF FINANCIAL RESOURCES

3) THE NATURE OF FUNDING4)TOP POSITION EMPLOYEES

5) POOR COMMUNICATION

6) INADEQUATE TRAINING AND DEVELOPMENT

ADVANTAGES OF SUCCESSION PLANNINGBenefits for employees-

Boost to self-esteem and self-respect

Identify the skills, experience, and development opportunities

career development and career opportunities

new opportunity comes up for the employees

Benefits for employers-

Dependency on employees reduce.

The need to have replacement employees ready if you decide to promote employees

or redesign your organization enables you to make necessary changes without being

hampered by a lack of replacements.

Knowledge about key, skilled, contributing employees is shared with managers

organization-wide. This information allows managers to consider the widest number

of candidates for any open job.

POTENTIAL APPRAISAL

• The potential appraisal refers to the appraisal i.e. The potential

appraisal refers to the appraisal i.e. identification of the hidden talents

and skills of a person. identification of the hidden talents and skills of a

person. The person might or might not be aware of them. The person

might or might not be aware of them. Potential appraisal is a future-

oriented appraisal whose Potential appraisal is a future-oriented

appraisal whose main objective is to identify and evaluate the potential

of main objective is to identify and evaluate the potential of the

employees to assume higher positions and the employees to assume

higher positions and responsibilities in the organizational hierarchy.

Many responsibilities in the organizational hierarchy. Many

organizations consider and use PA as a part of the organizations

consider and use PA as a part of the performance appraisal processes.

PURPOSE OR NEED OF POTENTIAL APPRAISAL APPRAISAL

• To inform employees of their future prospects

• To update training and recruitment activities

• To advise employees about the work to be done

• To enhance their career opportunities to enhance their

career opportunities

• To enable the organization to draft a management

succession programme management succession

programme

• Motivate the employees to further develop their Motivate

the employees to further develop their skills and

competencies

STEPS AND REQUIREMENTS STEPS AND REQUIREMENTS

1)Role description- A good potential appraisal system would be based on appraisal system would based on clarity of roles and functions associated clarity of roles and functions associated with the different roles in an organization. with the different roles in an organization. The requirement is job The requirement is extensive job description to be made available for each description to be made available for each job. These job descriptions should spell job. These job descriptions should spell out the various functions involved in out the various functions involved in performing the job. performing the job.

• 2)QUALITY REQUIRED• A) Technical knowledge and skills

• B) Managerial capabilities and qualities

• C) Behavioral capabilities

• D) Conceptual capabilities

INDICATORS OF QUALITIES INDICATORS OF QUALITIES• Ratings by others

• Psychological test

• Simulation games and exercises

• Performance appraisal records

•3)ORGANIZING THE SYSTEM

Once the functions the qualities required to

perform these functions , indicators of these

perform these functions , indicators of these

qualities , and mechanism for generating these

qualities , and mechanism for generating these

indicators are clear , the organization is in a

indicators are clear , the organization is in a sound

position to establish and operate the sound

to establish and operate the potential appraisal

system. potential appraisal system.

• FEEDBACKIf the organization believes in the development of human resources it should attempt to of human resources it should attempt to generate a climate openness. Such a climate generate a climate of openness. Such a climate is required for helping employees to is required for helping the to understand their strengths and weaknesses and understand their strengths and weaknesses and to create opportunities for development.

TECHNIQUES OF POTENTIAL APPRAISAL

-Self-appraisals

-Peer-appraisals

-Superior-appraisals

-MBO

-Psychological and psycho metric tests

-Management-games like role-playing

-Leadership exercises etc.