COURSE OBJECTIVES
DECIDING WHAT YOU NEED
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There are no replacements for key talent: Should a valued member of staff suddenly leave, there is no one able to take his or her place.
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The time to fill metric is high or unknown: The time to fill metric is the average length of time that it takes to fill a position.
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The retention risk analysis is high: A risk analysis uses different factors to determine the potential number of employees who will leave.
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BENEFITS OF SUCCESSION PLANNING:
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Decreased turnover
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Increased employee satisfaction
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Improved commitment to company goals
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Enhanced image of the organization
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Identify the long-term goals and objectives of the business
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Understand the developmental needs of the company and identify employees who fit these needs
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Recognize trends in the workforce and engage employees to build loyalty
WHAT DOES SUCCESSION PLANNING REQUIRE?
DEVELOP A MISSION STATEMENT
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Statement of Purpose: This explores the purpose inspiration of the company.
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Statement of Strategy: The statement explains how the business strategy connects with employees and customers.
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Statement of Value: This links the strategies of the organization with the values of employees and consumers.
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Statement of Behavioral Standards: Employee behavior is linked to the company’s values in this statement.
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Statement of Character: The culture of the company is outlined in this statement.
DEVELOP A VISION STATEMENT
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Determine the values of the company: Ask people how they feel about the future of the organization and its values.
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Discover future goals: Find out what vision people have of the company in the future. Attempt to create specific future goals.
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Write and rewrite: Vision statements should be able to change. Once a vision statement is drafted, it can and should be altered as the market changes and the company develops.
IDENTIFYING STRENGTHS
IDENTIFYING WEAKNESSES
TYPICAL COMPANY STRENGTHS
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Customer loyalty
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Products
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Customer service
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Financial gains
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Employee loyalty
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Research and development
TYPICAL COMPANY WEAKNESSES
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Inefficient customer service
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Poor finances
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Low quality products or services
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High employee turnover
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Disloyal customers
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Bad relationships with vendors
IDENTIFYING OPPORTUNITIES
IDENTIFYING THREATS
TYPICAL OPPORTUNITIES
TYPICAL THREATS