繼任者計(jì)劃

1.理解繼任者計(jì)劃
分析企業(yè)發(fā)展對人才的需求
明確企業(yè)在人才儲備及人才培養(yǎng)方面的現(xiàn)狀
制定繼任者計(jì)劃的目的和意義
全面盤點(diǎn)內(nèi)部人才
挖掘優(yōu)秀人才的潛力
為企業(yè)培養(yǎng)未來的高級管理者

繼任者計(jì)劃的內(nèi)涵和主要流程
繼任者計(jì)劃與培訓(xùn)發(fā)展的鏈接
繼任者計(jì)劃與績效薪酬體系的鏈接

2. 制定并執(zhí)行繼任者計(jì)劃
確認(rèn)關(guān)鍵職位清單

梳理關(guān)鍵崗位的能力要求
不同層級的勝任力模型
價(jià)值觀及文化的融合

確立繼任者名單
內(nèi)部提拔
外部招募

制定繼任者發(fā)展計(jì)劃
分析經(jīng)驗(yàn)?zāi)芰Σ罹?br /> 制定針對性的個人發(fā)展計(jì)劃

3. 順利實(shí)施繼任者計(jì)劃
促使企業(yè)領(lǐng)導(dǎo)認(rèn)知繼任者計(jì)劃的重要性
幫助管理層及員工理解繼任者計(jì)劃的意義
強(qiáng)化人才內(nèi)部培養(yǎng)提拔的理念
以先實(shí)驗(yàn)再實(shí)施的方式逐步推進(jìn)繼任者計(jì)劃
平衡、公平、公正及保密原則

1. Understanding succession planning
Analyzing talents needs in corporate
Clarifying the current situation of talent storage and development
Objectives and significance of succession planning
Investigating internal talents
Exploring tatents’ potential
Developing future leaders

The concepts and process of succession planning
Linkage between training & development system and succession planning
Linkage between performance & compensation management and succession planning

2. Designing and executing the succession planning
Defining the key positions list

Assessing competency of key position
Competence model for different level
Consolidation of culture and values

Deciding the successors’ name list
Internal promotion
External recruitment

Setting up succession planning
Analyzing experiences and ability gap
Developing personal development plan

3. Implementing succession planning
Making leaders agree the importence of the plan
Helping managers and employees realize the significance of succession planning
Reinforcing the internal promotion system
First trial and gradually executing the plan
Principles of balance, fairness, impartiality and confidentiality