TNG SUCCESSION PLANNING SOLUTION CYCLE
Critical employee succession planning is where strategic management connects the business vision to the future. The succession planning solution cycle is a continuous process in which leaders maintain a school of specially targeted people to prepare for an eventual move into an appropriately defined leadership position. The core of succession planning is the succession plan. It is an insurance policy that specifies the management and leadership continuity of critical organization within the enterprise. This plan identifies critical positions targeted to important corporate goals and the skill levels, and the training and development requirements of each position. The goal of the plan is to facilitate the retention of future leaders and to build a broad management team. Since the wrong person on the wrong job brings down everyone, succession planning is intended to insure that the enterprise moves the right person into future leadership positions. Succession planning is a great way to begin thinking about the future effectiveness of the enterprise.
TNG assists clients in determining the roles and responsibilities of succession planning including the end-users, sponsors, owners, and developers of the plan. We further define the goals, objectives, internal and external environments of the organization. We work with clients to identify the critical positions of succession as well as the skills and level of proficiencies required for the targeted positions. We also evaluate the strengths and weakness of the current human capital including any performance information or other input regarding the targeted personnel. Additionally we explore the required performance knowledge for specific positions and industries. Central to the succession planning process, TNG assists clients in: (a) clarifying the career interests and personal goals of each targeted person, (b) preparing development programs for targeted persons consists of e-learning, coaching, mentoring, and training, (c) integrating the succession plan with strategic Human Resources plans, and (d) tracking the result of succession planning on the enterprise in respect to promotions and the success of the targeted persons.