can anyone pl suggest some ideas about succession planning.. and also tel me succesion planning and talent management are same or different
From India, Mumbai
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From India, Mumbai
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Hi,
I would like to take the opportunity to share my views on your query.
As per my knowledge, succession planning is basically preparing and training the employee at a junior position in such a way that in the future, they are ready to take the position of their senior in case the senior person retires, passes away, or leaves the job, ensuring that the organization's goals are not affected.
On the other hand, talent management is concerned with identifying the needs of human capital in the organization, identifying the sources to fill these needs, as well as training, developing, promoting, and retaining employees, etc. You can say that succession planning is a part of talent management.
Regards,
Var-bha
From India, Udaipur
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16I would like to take the opportunity to share my views on your query.
As per my knowledge, succession planning is basically preparing and training the employee at a junior position in such a way that in the future, they are ready to take the position of their senior in case the senior person retires, passes away, or leaves the job, ensuring that the organization's goals are not affected.
On the other hand, talent management is concerned with identifying the needs of human capital in the organization, identifying the sources to fill these needs, as well as training, developing, promoting, and retaining employees, etc. You can say that succession planning is a part of talent management.
Regards,
Var-bha
From India, Udaipur
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Succession planning, a very important function, enables managers and individuals to identify the right candidates for a position. A succession plan represents a developmental plan to prepare an individual should opportunities arise within the organization. Succession planning acknowledges that staff will not be with an organization indefinitely, and it provides a plan and process for addressing the changes that will occur when they leave. Employees who are perceived to have the skills, knowledge, qualities, experience, and the desire can be groomed to move up to fill specific, key positions.
Talent Management is a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. The goal of talent management is to create a high-performance, sustainable organization that meets its strategic and operational goals and objectives. The complete Talent Management Process includes: Workforce Planning, Recruiting, Onboarding, Performance Management, Training and Performance Support, Succession Planning, compensation and Benefits and Critical skills Gap analysis.
Monina
From India, Bangalore
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Talent Management is a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. The goal of talent management is to create a high-performance, sustainable organization that meets its strategic and operational goals and objectives. The complete Talent Management Process includes: Workforce Planning, Recruiting, Onboarding, Performance Management, Training and Performance Support, Succession Planning, compensation and Benefits and Critical skills Gap analysis.
Monina
From India, Bangalore
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'Succession Planning' is a process applicable to Key Appointments (i.e., Vital Jobs in an organization). In the absence of someone to manage these jobs, the business suffers. Therefore, for each of these jobs, you must maintain a pipeline. The 'pipeline' should have a minimum of 3 different employees: (i) ready to fill in the gap if the current incumbent quits, (ii) can be prepared in 6 months to 1 year time to occupy the position, and (iii) requires 1 to 2 years to gear up for the job. Therefore, all these 3 employees are in the 'Succession pipeline' for one of the key positions. Likewise, you create a pipeline for all other key positions. This cluster of pipelines constitutes the 'Succession Planning' process. The criteria for entry & exit into the pipelines has to be laid down as a part of the Succession Planning process. This may include qualifications, total relevant experience, training/development profile, some minimum years of service in the current organization, performance profile, competencies/skills profile, discipline record, recognitions & rewards, etc.
Talent management, in brief, is a process to enable the employees to meet the criteria mentioned above for entry into the 'Succession Pipelines'.
From India, Delhi
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Talent management, in brief, is a process to enable the employees to meet the criteria mentioned above for entry into the 'Succession Pipelines'.
From India, Delhi
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Dear friends,
I want a list of books that should be maintained as per PF Act, ESIC Act, and Shops & Establishment Act for an Architect Company. Please provide me with the Register List. This information shall be shared with my friends. Please give me the list.
Rammohan
From India, Hyderabad
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I want a list of books that should be maintained as per PF Act, ESIC Act, and Shops & Establishment Act for an Architect Company. Please provide me with the Register List. This information shall be shared with my friends. Please give me the list.
Rammohan
From India, Hyderabad
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