Career Planning Analysis PowerPoint Presentation Slides
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The document outlines a comprehensive succession and career planning strategy, detailing methods to identify critical positions and assess employee competencies. It emphasizes ongoing succession planning processes, roadblocks to success, and key metrics for evaluating effectiveness. Additionally, the document provides tools and practices for managing employee development and preparing candidates for leadership roles within the organization.
Career Planning Analysis PowerPoint Presentation Slides
- 2. Content 2 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 01 02 07 03 04 05 06 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 14 08 09 10 11 12 13
- 3. Succession & Career Planning Overview 3 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 Succession Planning is an Ongoing Process This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 4. Identify the Critical Position (1/2) 4 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 covers the critical positions that require succession planning along with the time frame. This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 5. Identify the Critical Position (2/2) 5 Job A 3 4 4 5 16 Job B 4 4 2 2 12 Job C 3 5 4 3 15 Position Impact on Strategic Outcomes Impact on other Strategic Activities Variability in Performance Scarcity of Resource Total Score G• Complete the table for each job using a scale from 1 (Low) To 5 (High) • Highest Total Score = Most Critical Instructions This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 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 6 Low High High Needs Improvement Meets Expectations Exceeds Expectations HighGrowthLimited Succession Planning Candidate High Performance/ High Potential Enhance Current Role Bad Hire/Replace/Cou nseling Current Role must be Enhanced Low Performance/ Low Potential Performance LeadershipPotential This model helps to easily identify individual’s performance and potential for the specific position in the coming future
- 7. Succession Plan Sample Flowchart 7 CEO Name Readiness Jane Ready Now John Within 1 Year Mary 1-2 Years VP Services Name Readiness Davis Ready Now Mandy Within 1 Year Raph 1-2 Years 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 This slide shows a succession planning specimen defining designations and employee readiness to takeover that position This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 8. Succession Planning Modelling Chart 8 Succession Planning Element Build a leadership pipeline Succession Planning Objective Ensure organizational leadership sustainability Succession Planning Tools › Leadership talent pool development › Leadership competency development plan › Your text here › 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 › Your text here Staff development Develop layers to perform organizational functions › Cross training & work rotation › Staff development plans › Your text here › Your text here Add succession planning objective here Add succession planning element here Add succession planning objective here Add succession planning element 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 We have specified here various planning elements, objectives and necessary planning tools that are required for succession planning implementation This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 9. Key Succession & Career Planning Metrics 9 0 20 40 60 80 100 Potential Readiness Risk of Loss Impact of Loss Add Key Succession Planning Metrics here 1 2 3 4 5 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? Your text here, Your text here, Your text here, Your text here, Your text here, Your text here This slide includes succession planning standards to gauge existing talent, track succession planning effectiveness and help employees grow
- 10. Development of Succession & Career Plan 10 Business Focus Text Here Text Here Text Here Skill Development by Leader Operational Efficiency Business Process Efficiency CEO & other Senior Leader replacement SM Focus Text HereTalent Mobility & Upgrading 25% Succession Plaining & Management 25% Executive/ Sr. Leader Replacement Plaining 30% Individual Development Planning 20% 1 2 3 4 This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 11. Development of Succession & Career Plan 11 Business Focus Text Here Text Here Text Here Skill Development by Leader Operational Efficiency Business Process Efficiency CEO & other Senior Leader replacement SM Focus Text HereTalent Mobility & Upgrading Succession Plaining & Management Executive/ Sr. Leader Replacement Plaining Individual Development Planning 1 2 3 4 25% 25% 30% 20% This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 12. Manage Ongoing Processes (1/2) 12 Name of the Individual BusinessAcumen Dealingwith Ambiguity DecisionQuality Developingdirect Reports&Others DriveforResults InterpersonalSavvy ManagerialCourage ManagingVision& Purpose Managing& MeasuringWork PrioritySetting ProblemSolving StrategicAgility 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 Leadership Competencies Rating N/A - Not Applicable, IE - Ineffective, SE - Somewhat Effective, E - Effective, VE - Very Effective, O - Outstanding Name of the Individual Tenaciously Resourceful Passionately Aligned Dynamically Responsive Derailers BetrayalofTrust Defebsiveness LackofEthics& Values Insensitiveto Others Performance Problems FailuretoStaff Effectively TextHere TextHere 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 Derailer 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 Cultural Capabilities Rating – N/A, IE, SE, E, VE, O This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Here we are ass the employees o basis of variety to determine the readiness for su planning
- 13. Manage Ongoing Processes (2/2) 13 Employee Information Cultural Capabilities – Provide any feedback on behaviours related to our cultural capabilities › Tenaciously Resourceful › Dynamically Responsive › Passionately Aligned Leadership Competencies - N/A - Not Applicable, IE - Ineffective, SE - Somewhat Effective, E - Effective, VE - Very Effective, O - Outstanding › Business Acumen › Dealing with Ambiguity › Decision Quality › Developing Direct Reports & Others › Drive for Results › Interpersonal Savvy › Managerial Courage › Managing & Measuring Work › Priority Setting Describe Purpose for rating/s above, be as specific as possible › Your Text Here › Your Text Here › Your Text Here Functional Competencies › 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 Name: Date of Meeting/Interaction: Current Job Title: Individual/s Providing Feedback: N/A IE SE N/A IE SE N/A IE SE Here we are assessing the employees on the basis of variety of factors to determine their readiness for succession planning This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 14. Roadblocks to Succession & Career Planning 14 This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. 10% 25% 35% 40% 51% 55% 62% 75% 80% 90% Lack of a Talent Assessment Database Lack of Top Management Support Add Text Here Add Text Here Add Text Here Add Text Here Add Text Here Add Text Here Add Text Here Add Text Here
- 15. Overcome Roadblocks in Succession & Career Planning 15 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 Prioritize Goals/Solutions Action Items This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide shows the action plan that needs to be followed in order to overcome succession planning roadblocks
- 16. 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 Performance Improvement Plan 16 This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 17. Key Development Practices 17 Experiential learningAction learning Experiential learning Assessment Education Coaching Experiential learning Education Text here Text here Text here Text here Cross - functional job rotations 360 - degree feedback Exposure ti senior executives External coaching Global job rotations Exposure to strategic agenda Your text here Your text here Your text here Your text here Type of Developmental Practice Initiative Least–MostMeaningful 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
- 18. Evaluate, Monitor & Observe Succession Planning 18 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 Continuously evaluate and monitor succession planning process with the help of table mentioned
- 19. Succession Planning Backup Summary – Simple Format 19 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.
- 20. 20 Succession Planning Backup Summary – Detailed Format List down the employee strengths and training and development needs for future job positions 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 Dan Marino 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 Dan Marino Your Text Here: Highlight the details of your content This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 21. Career Planning Analysis Icons Slide 21
- 23. Our Team 23 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Name Here Designation Name Here Designation Name Here Designation Name Here Designation
- 24. 24 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention. About Us
- 25. Financial 25 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 9% 75% 35% 65% 95% 5% 16%
- 26. Timeline 26 2016 2017 2018 2019 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 27. 27 Our Target This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 28. Venn 28 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention. This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 29. Address # Street number, city, state Contact Numbers 0123456789 Email Address emailaddress123@gmail.com Thank You 29