Framework Edit 2-2-17

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2b Succession Planning Process SUCCESSION PLANNING & TALENT MANAGEMENT FRAMEWORK
Succession Planning Process The succession planning process focuses on defining requirements for critical roles and then identifying participants who meet these requirements. Naza World Group’s succession planning processes is rolebased focusing on specific roles that are considered critical to the current and future performance of the organisation. These pivotal or key roles can be strategic or operational, as well as developmental roles that are viewed as key “feeder positions” for providing employees with the skills and experiences needed to move into critical or pivotal roles. This framework provides a six-step process to help initiate succession management efforts, as well as detailed considerations regarding the approach to assess the leadership pipeline end-to-end implementation of effective succession management programmes with the goal to increase “leadership pipeline” or “bench strength”. This systematic approach begins with identifying succession requirements and culminates with implementing effective development programmes for successors or leaders. STEP I Identifying the Critical Positions STEP II Profiling of Critical Positions STEP III Identifying the Talent Pool STEP IV Creating a Succession Plan Naza World Group’s Succession Planning Process 11
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 and 16: Key Elements of Naza World Group’
Page 17: Naza World Group’s Succession Pla
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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