Career Path Planning Powerpoint Presentation Slides
0 likes256 views
This document provides information on career path planning and succession planning. It includes sections on identifying critical positions, developing succession and career plans, managing ongoing processes, overcoming roadblocks, performance improvement plans, development practices, and evaluating succession planning. Key points covered are identifying critical roles that require succession planning, assessing employee competencies, creating succession plan flowcharts and matrices, addressing obstacles to succession planning, and continuously monitoring the succession planning process.
Career Path Planning Powerpoint Presentation Slides
- 2. Content Development Of Succession And Career Plan Succession & Career Planning Overview Identify the Critical Position Employee Competency & Assessment Grid Succession Plan Sample Flowchart Succession Planning Modelling Chart Key Succession & Career Planning Metrics Succession Planning Backup Summary Manage Ongoing Process Roadblocks To Succession And Career Planning Overcoming Roadblocks In Succession And Career Planning Performance Improvement Plan Key Development Practices Evaluate, Monitor and Observe Succession Planning 01 02 03 04 05 06 07 08 09 10 11 12 13 14 2
- 3. Succession & Career Planning Overview This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Succession Planning is an Ongoing Process Identify Critical Positions Employee Competency and Assessment Grid Key Succession Planning Metrics Development of Succession & Career Plan Manage Ongoing Processes & Action Plan Training & Development Evaluate, Monitor & Observe Succession Planning 3
- 4. Identify the Critical Position (1/2) Succession Planning Business - Critical Position 1 Ready Now 1-2 Years >2 Years (Year Estimated) Head of Sales • Your text here • Your text here • Your text here • Your text here • Your text here • Your text here • Your text here • Your text here • Your text here Business - Critical Position 2 • Ready Now • 1-2 Years • >2 Years (Year Estimated) Head of Operations • Your text here • Your text here • Your text here • Your text here • Your text here • Your text here • Your text here • Your text here • Your text here Business - Critical Position 3 • Ready Now • 1-2 Years • >2 Years (Year Estimated) Head of R&D • Your text here • Your text here • Your text here • Your text here • Your text here • Your text here • Your text here • Your text here • Your text here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide covers the critical positions that require succession planning along with the time frame. 4
- 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 4 4 5 16 Job B 4 4 2 2 12 Job C 3 5 4 3 15 Instructions • Complete the table for each job using a scale from 1 (low) to 5 (high) • Highest Total Score = Most Critical This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 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. Employee Competency & Assessment Grid Low High High Performance Leadership Potential High Growth Limited Needs Improvement Meets Expectations Exceeds Expectations High Performance/ High Potential Enhance Current Role Bad Hire/Replace/Counseling Current Role must be Enhanced Low Performance/ Low Potential Succession Planning Candidate This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This model helps to easily identify individual’s performance and potential for the specific position in the coming future 6
- 7. Succession Plan Sample Flowchart VP Sales Name Readiness Rich Ready Now Sally Within 1 Year Lee 1-2 Years VP Marketing Name Readiness Chris Ready Now Steven Within 1 Year Jack 1-2 Years VP Services Name Readiness Davis Ready Now Mandy Within 1 Year Raph 1-2 Years CEO Name Readiness Jane Ready Now John Within 1 Year Mary 1-2 Years This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide shows a succession planning specimen defining designations and employee readiness to takeover that position 7
- 8. Succession Planning Modelling Chart Succession Planning Element Succession Planning Objective Succession Planning Tools Build a leadership pipeline Ensure organizational leadership sustainability • Leadership talent pool development • Leadership competency development plan • Your Text Here Develop critical function successors Mitigate impact of attrition and employee mobility on the utility’s critical functions • Mentoring • Recent retiree consulting • Your Text Here Staff development Develop layers to perform organizational functions • Cross training & work rotation • Staff development plans • Your Text Here Add succession planning element here Add succession planning objective here • Your Text Here • Your Text Here Add succession planning element here Add succession planning objective here • Your Text Here • Your Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. We have specified here various planning elements, objectives and necessary planning tools that are required for succession planning implementation 8
- 9. Key Succession & Career Planning Metrics Does the employee demonstrate the ability and qualities to take on additional responsibilities & roles? Does the employee have the skills and experiences needed to be successful in his next role? Whether the employee seems excited about his or her current position, or ready for a career move? What would be the impact on the organization when an employee will leave? This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. This slide includes succession planning standards to gauge existing talent, track succession planning effectiveness and help employees grow 0 20 40 60 80 100 Potential Readiness Risk of Loss Impact of Loss Add Key Succession Planning Metrics here 9
- 10. Development of Succession & Career Plan Business Focus Text Here Operational Efficiency Business Process Efficiency Text Here Text Here Text Here Skill Development by Leader CEO & other Senior Leader replacement SM Focus Talent Mobility & Upgrading 25% 4 Succession Plaining & Management 25% 3 Executive/ Sr. Leader Replacement Plaining 30% 2 Individual Development Planning 20% 1 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. In order to develop a successful succession & career plan indicate the step wise planning required along with the business & succession management focus 10
- 11. Manage Ongoing Processes (1/2) Name of the 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 O IE IE N/A SE SE IE VE O IE Text Here O IE SE E O IE SE N/A E E O SE Text Here E VE O IE VE N/A VE O O SE IE N/A N/A - Not Applicable, IE - Ineffective, SE - Somewhat Effective, E - Effective, VE - Very Effective, O - Outstanding Leadership Competencies Rating Name of the Individual Tenaciously Resourceful Passionately Aligned Dynamically Responsive Derailers Betrayal of Trust Defebsiveness Lack of Ethics & Values Insensitive to Others Performance Problems Failure to Staff Effectively Text Here Text Here Meghan Jones VE O IE PNP DP NS PP NS NEI PNP DP Text Here IE N/A SE DP NP NP NEI PNP PNP DP DP Text Here VE SE IE NS PP PNP DP NEI PP NS DP Cultural Capabilities Rating – N/A, IE, SE, E, VE, O Detailer Assessment Rating NP - Not a Problem, PNP - Probably Not a Problem, NS - Not Sure, PP - Probably a Problem, DP - Definitely a Problem, NEI - Not Enough Information This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Here we are assessing the employees on the basis of variety of factors to determine their readiness for succession planning 11
- 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 behaviours related to our cultural capabilities • Tenaciously Resourceful • Your Text Here • Your Text Here • Dynamically Responsive • Your Text Here • Your Text Here • Passionately Aligned • Your Text Here • Your Text Here Leadership Competencies - N/A - Not Applicable, IE - Ineffective, SE - Somewhat Effective, E - Effective, VE - Very Effective, O - Outstanding • Business Acumen N/A • Developing Direct Reports & Others N/A • Managerial Courage N/A • Dealing with Ambiguity IE • Drive for Results IE • Managing & Measuring Work IE • Decision Quality SE • Interpersonal Savvy SE • Priority Setting SE Describe Purpose for rating/s above, be as specific as possible • Your Text Here Functional Competencies • Your Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Here we are assessing the employees on the basis of variety of factors to determine their readiness for succession planning 12
- 13. Roadblocks to Succession & Career Planning 13 0% 10% 20% 30% 40% 50% 60% 70% Lack of a Talent Assessment Database Lack of Top Management Support Add Text Here Add Text Here Add Text Here Add Text Here This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. This slide specify the obstacles in the pathway of succession planning, in percentage
- 14. Overcome Roadblocks in Succession & Career Planning Prioritize Goals/Solutions Which barrier will prevent your success? What can you do to reduce this barrier? What are your start & 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 Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Priority:____________ Streamline frequency & Duration of interventions Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Priority:____________ Common tool for progress monitoring Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Priority:____________ Other Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Action Items This slide shows the action plan that needs to be followed in order to overcome succession planning roadblocks 14
- 15. Performance Improvement Plan 15 Improvement Objectives What individual should do to improve performance Success Criteria Set the success criteria's here Additional Support Required Support that an individual require in order to achieve standards Review Schedule When will the progress be reviewed ? Objective Outcome Action to be taken if objectives are not met Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 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 it senior executives Education External coaching Coaching Global job rotations Experiential learning Exposure to strategic agenda Education Your text here Text here Your text here Text here Your text here Text here Your text here Text here Least – Most Meaningful This slide is 100% editable. Adapt it to your needs and capture your audience's attention. List down the talent and development initiatives for succession planning along with the development practices that needs to be undertaken 16
- 17. Evaluate, Monitor & Observe Succession Planning Succession Planning Task Status Start Date Quarter 1 Quarter 2 Quarter 3 Quarter 4 Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nev Dec Task 1 Ongoing DD-MM- YY Task 2 Finished DD-MM- YY Task 3 Ongoing DD-MM- YY Task 4 Add text here DD-MM- YY Task 5 Add text here DD-MM- YY Task 6 Add text here DD-MM- YY Task 7 Add text here DD-MM- YY Task 8 Add text here DD-MM- YY Task 9 Add text here DD-MM- YY Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here Your Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Continuously evaluate and monitor succession planning process with the help of table mentioned 17
- 18. Succession Planning Backup Summary – Simple Format Key Position Title Incumbent Name Position Vulnerability Succession Candidate Names Open in <1 year Open in 1-3 years Open in 3+ years Ready in <1 year Ready in 1-3 years Ready in 3+ years 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 Executive Staff 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 Position 6 Text Here Text Here Text Here Text Here Text Here Text Here Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This table covers key positions for succession along with name of candidates and their relevant positions 18
- 19. Succession Planning Backup Summary – Detailed Format This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Name: Title: Dan Marino Overall Performance Summary: Indicate recent performance details Dan Marino Key Strengths: Indicate key technical competencies Dan Marino Development Needs: Indicate the requirements for the next level Development Actions: Dan Marino Potential for Promotion: Indicate the employee readiness level Dan Marino Your Text Here: Highlight the details of your content 1) On the Job: Action plan for employee this year 2) Special Assignment: Assignments to be given this year 3) Training: Training recommended for development Ready now for the next level Ready now for the next level Ready now for the next level Dan Marino Recommended Next Position: Highlight the details of next assignment Your Text Here: Highlight the details of your content List down the employee strengths and training and development needs for future job positions 19
- 20. 20 Coffee Break We will start again after 30 Minutes.
- 21. Career Path Planning for Icons Slide A 21
- 23. Our Mission Vison This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Goal This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Mission This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 23
- 24. Our Team 24 Name Here Designation This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Name Here Designation This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Name Here Designation This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 25. Location 75% Australia This slide is 100% editable. Adapt it to your needs and capture your audience's attention. sales 70% India This slide is 100% editable. Adapt it to your needs and capture your audience's attention. sales 80% USA This slide is 100% editable. Adapt it to your needs and capture your audience's attention. sales 86% China This slide is 100% editable. Adapt it to your needs and capture your audience's attention. sales 25
- 26. Comparison 60% 40% This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Text Here 50% 50% This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Text Here 26
- 27. Financial 27 48% This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Minimum 60% This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Minimum 75% This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Minimum
- 28. Idea Generation This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Text Here 28
- 29. 29 Magnifying Glass This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Text Here
- 30. Thankyou Address # street number, city, state Email Address emailaddress123@gmail.com Contact Numbers 0123456789 30