BUSINESS EXCELLENCE PROCESS

BUSINESS EXCELLENCE CONSULTING
.... CONSULTING OPPORTUNITIES
... Assessment Center
... Business Process Engineering
... Change Mangement
... Coaching and Mentoring
... Competency Mapping
... Computer Based Training
Tools Design
... Cultural Adaptation of Products
... Cultural Adaptation Post Mergers
and Acquisitions
... Designing HR Processes
... Designing Learning/Development
Processes & Departments
... Managing Innovation Centers
... Organization Surveys
... Succession Planning

ORGANIZATIONAL DEVELOPMENT

SOFT SKILL ENHANCEMENTS

EMOTIONAL INTELLIGENCE

In the wake of recent terror attacks leading to the loss of some of the corporate big-wigs the inevitability and significance of succession planning has been realized. An organization having an effective succession plan in place is ready to take on any challenges it may not have anticipated.

From the perspective of organizational development, succession planning is the process of identifying and preparing suitable employees through mentoring, training and job rotation, to replace top executives — such as the chief executive officer (CEO) — within an organization as their terms expire.

Succession Planning involves more elaborate planning for skill development of potential replacements which is more systematic in the assessment of potential replacements and their developmental needs and generally applies to higher levels of managerial positions.

Succession planning isn't just about replacements; it's about supplementing and enhancing the team. As the organizations grow, planning must include all managers. To grow, one has to be able to hand off old roles to be able to take on new roles associated with the new stages of growth. This never-ending process requires that you develop a plan, identify potential candidates, test them, coach and educate them, promote, measure performance, and repeat the process.

Succession planning is also not just about identifying your "successor." A good succession plan identifies the management roles and people resources that are needed over the next 3-5 years to meet your company's strategic plan. It assesses what skills your current people have and need, and identifies the coaching and education required to advance them. It identifies what to look for in new hires as well.

Although the plan should also address contingencies for sudden departures, which could be because of unforeseen situational factors it should focus on enhancing the capacity of your people so they can take on more responsibilities as the company grows.

At Atyaasaa we believe that four things are essential in good succession planning:

• Linking  strategy with a job need assessment
• Selecting people who can grow into these new jobs
• Management development Processes
  - Coaching
  - Mentoring
  - Training interventions on Competencies
• A performance management system geared up to identify and nurture talent