继任者计划其它上课时间：

* 人力资源总监，经理，主管

很多企业目前面临着人才发展与应用方面的困境，一方面是花费大量的时间、精力和资源来培养人才；另一方面，人才不断流失。当企业需要能够独挡一面的人才的时候，又不得不到人才市场上去高价挖人。

本课程着眼于如何帮助企业充分挖掘内部人才，适当引进外部人才，并将人才培养发展和企业未来对于人才的需要进行有效链接，减少盲目和浪费型的人才培养，使人才的发展更有针对性，更好地契合关键岗位对于人才的需求。1.理解继任者计划
* 分析企业发展对人才的需求
* 明确企业在人才储备及人才培养方面的现状
* 制定继任者计划的目的和意义
- 全面盘点内部人才
- 挖掘优秀人才的潜力
- 为企业培养未来的高级管理者
* 继任者计划的内涵和主要流程
* 继任者计划与培训发展的链接
* 继任者计划与绩效薪酬体系的链接

2. 制定并执行继任者计划
* 确认关键职位清单
* 梳理关键岗位的能力要求
- 不同层级的胜任力模型
- 价值观及文化的融合
* 确立继任者名单
- 内部提拔
- 外部招募
* 制定继任者发展计划
- 分析经验能力差距
- 制定针对性的个人发展计划

3. 顺利实施继任者计划
* 促使企业领导认知继任者计划的重要性
* 帮助管理层及员工理解继任者计划的意义
* 强化人才内部培养提拔的理念
* 以先实验再实施的方式逐步推进继任者计划
* 平衡、公平、公正及保密原则
1. Understanding succession planning
* Analyzing talents needs in corporate
* Clarifying the current situation of talent storage and development
* Objectives and significance of succession planning
- Investigating internal talents
- Exploring tatents’ potential
- Developing future leaders
* The concepts and process of succession planning
* Linkage between training & development system and succession planning
* Linkage between performance & compensation management and succession planning

2. Designing and executing the succession planning
* Defining the key positions list
* Assessing competency of key position
- Competence model for different level
- Consolidation of culture and values
* Deciding the successors’ name list
- Internal promotion
- External recruitment
* Setting up succession planning
- Analyzing experiences and ability gap
- Developing personal development plan

3. Implementing succession planning
* Making leaders agree the importence of the plan
* Helping managers and employees realize the significance of succession planning
* Reinforcing the internal promotion system
* First trial and gradually executing the plan
* Principles of balance, fairness, impartiality and confidentiality