Presentation on theme: "Succession and talent management"— Presentation transcript:
1Succession and talent management Chapter 10Succession and talent management
2Learning objectives After reading this chapter you will be able to: discuss the concept of succession managementidentify key principles for effectiveness in succession and talent managementoutline the six steps in a succession and talent management processidentify challenges in implementing succession and talent managementconsider how succession and talent management can contribute to strategic human resource management in a sport organisation
3What is succession management? Succession management is a comprehensive set of assessment and development processes that support the attraction, development, reward and retention of talented individuals, from entry level positions through to senior management.
4Succession management incorporates a broad range of standardised performance evaluation methods and gathers information on employee and volunteer performance from multiple perspectives.is designed to supplement subjective manager judgements of potential with independent objective assessment data related to key succession criteria
5Succession management can include: senior leadership rolescritical roles within the sport organizationprofessional or specialist rolesentire cohorts of staff or volunteers
6Strategies for effective succession management Obtain support from the CEO and senior ManagementGain line management and staff supportKeep it simple and tailored to unique organizational needsMake sure it is flexible and linked with the strategic business planLink it to the human resources review processUse well-developed competencies and objective reviews of candidatesincorporate employee inputMake a part of the broader management development effortInclude plans for development job assignmentsIntegrated with other human resource systemsEmphasize accountability and follow-up.(Eastman, 1995)
76 steps in succession management designing the processensuring strategic integrationassessing the current situationidentifying and assessing talented individualsimplementation: planning and undertaking developmentevaluation
81. Design the process define a business case for succession management ensure transparency and confidentialitybuild in staff feedback systemsdevelop a communication strategy
92. Ensure strategic integration identify roles/jobs critical to organisation's successidentify distinctive leadership capabilitiesalign with training and development and performance management systems
103. Assess the current situation conduct a risk assessment of potential departures from existing critical rolesdetermine the extent of any pending position shortage by projecting requirements, internal mobility and attrition over the next 3-5 yearsUse relevant succession and talent management strategies to fill the gaps identified between current capability for key roles and future requirements
114. Identify and assess potential Outline the capabilities required for effectiveness in critical rolesmap essential skills and competencies identified using consistent & objective criteriaalso use criteria to identify high-performance and high-potential candidates with advancement potential
12Accurate identification & assessment Use existing performance management data such as:biographical datacurrent performanceobserved behaviour360° feedback and formal appraisal outcomesinterviews to determine career preferencesbehavioural interviewsfeedback from a range of senior managers performanceexternal assessments such as assessment centres
135. Implementationoutline the types of roles or experiences which may be offered as accelerated development opportunitiesdevelop each individual’s required capabilities through a program of learning experiencesdevelopment opportunities include: targeted job assignments, managing a project, a formal training program, access to a mentor etc
146. Evaluation establish clear timeframes for the organisation, evaluation could be in terms of whether organisational risk has been reduced or minimised.for the individual, evaluation includes self-assessment about the degree of capability development and demonstrated changes in performance and behaviour in the workplace.
156 succession derailers Inaccurate information and limited choices A focus on only one person for each specific rolePoor experiential developmentMisunderstanding what is needed for future successFailure to execute and follow throughLack of accountability
166 trends in succession and talent management programs Expand succession management to lower levels of the organization.Do a complete success profile for assessing readinessAssess the whole person for development purposesSelect/deploy talent by leveraging an aging workforceAccelerate development through applied learning and mentoring networksFocus/drive performance through measurement
17SummarySuccession and talent management provides a process by which high potential and valuable staff are recruited, developed, rewarded and retained by the sport organizationThere are six key steps to a succession management program: designing the process; ensuring strategic integration; assessing the current situation; identifying and assessing talented individuals; implementation; planning and undertaking development; and evaluation.