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2a Succession Planning Policy SUCCESSION PLANNING & TALENT MANAGEMENT FRAMEWORK
Naza World Group’s Succession Planning Policy • Succession Planning is used by Naza World Group to assess, develop and evaluate a talent pool of individuals and high potentials to determine their readiness to assume higher positions within a certain time frame. • The talent pool are willing and able to learn and occupy these higher positions. • The Succession Planning initiative is a method to help Naza World Group in preserving its information and knowledge that may be lost due to retirement and attrition. • Criteria for successor evaluation will be determined at the sole discretion of the company. • A developmental plan for high performing employees at various levels to undertake the next higher position would be provided for by the company. • An employee on a succession planning programme can be removed if he/she fails to upkeep the qualifying criteria. • NAZA does not commit to keep the potential successors informed of their role during the succession planning duration. • Being on Succession Planning Programme is no guarantee that a career progression will happen in the preplanned direction. 9
Page 1 and 2: Naza World Group’s SUCCESSION PLA
Page 3 and 4: “Today we operate in an environme
Page 5 and 6: “We only achieve what we do becau
Page 7 and 8: About This Guide provides a broad f
Page 9 and 10: Contents Foreword i - iv About 1 Pa
Page 11 and 12: Our Talent Management Strategy comp
Page 13 and 14: 2 Succession Planning SUCCESSION PL
Page 15: Key Elements of Naza World Group’
Page 19 and 20: Succession Planning Process The suc
Page 21 and 22: Step I: Identifying the Critical Po
Page 23 and 24: II Profiling of Critical Positions
Page 25 and 26: III Identifying the Talent Pool SUC
Page 27 and 28: ck on d top m t roval uence d 5 App
Page 29 and 30: Approach 3(ii) Administering the As
Page 31 and 32: IV Creating a Succession Plan SUCCE
Page 33 and 34: 3 Talent Development SUCCESSION PLA
Page 35 and 36: Development Plans for Identified Ta
Page 37 and 38: Purpose The final step in the succe
Page 39 and 40: The Succession Management process i
Page 41 and 42: 5 Appendix SUCCESSION PLANNING & TA
Page 44: For further information refer to: G

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