Framework Edit 2-2-17

Step IV: Creating a Succession Plan
Purpose
A succession plan documents the steps which will be taken to prepare the successors for future vacancies. It shows the current
level of readiness for the talent bench and the development plans which have been identified to prepare the individual
successors for the intended positions within the Naza World Group.
Approach
Identification of Successor Pool
Identification of Successor Pools is the actual “matching” phase where a pipeline is created for each critical position. In other words, succession pools are
finalised by placing high-potentials into a pipeline for roles.
Detailed Steps
1. Review the information gathered during the assessment:
• Placement of employees on the Talent Pipeline Map
• Psychometric assessment individual profile and report
• Assessment Centre individual evaluation and results
• Result comparison of the prospective successor’s competency (summary of the overall result)
2. Determine the individual’s readiness based on:
• Inputs from Step 1
• Knowledge of the job requirements
• Extent of the individual’s competency development before he/ she is ready to assume the target position (based on the analysis of competency
gap)
• The individual’s experience history and the relevance to the target role
3. Capture the successor’s readiness to promote/ transfer on
the Succession Readiness Worksheet (attached to this Framework as Appendix 4)
• Ready now (RN)
• Ready in One Year (R1)
• Ready in Two Years (R2)
• Ready in Three Years (R3)
4. Complete/ Update the Succession Plan Matrix (attached to this Framework as Appendix 5)
5. Review the Succession Plan Matrix to ensure that the information is correct and complete.
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