继任计划(英文)课件.pptVIP

Succession Planning Retention“Roadmap for Leadership Continuity”;Session Topics;Company Profile;State of the Workforce ;WORKFORCE PLANNING EMPLOYEE DEVELOPMENT VISION STATEMENT To ensure that SCANA will, on an on-going basis, have the right people with the right skills in the right position available at the right time to meet organizational needs. ;“Developing our People”: Critical Success Factor;“Leadership Continuity is a Business Imperative”;“Screaming Headlines”;The Business Case for “Developing our Leaders”;;Average Age and Service Overview ;Leadership Development Succession Planning Model;SCANA’S Succession Planning Program;What is Succession Planning?;Succession Planning Program - Primary Goals;Succession Planning Program - Success Criteria;Succession Planning Program - Key Features;Succession Planning Program – Process Steps;Step 1: Identify Key Positions;Step 3: Discuss SP Candidates;Step 5: Create Development Plans;Succession Planning Program - Ownership and Timeline;SCANA’S Leadership Development Program;The Art of Leadership at SCANA ;Leadership Development Program - Primary Goals;Leadership Development Program - Success Criteria;Leadership Development Program - Key Features;Leadership Competencies;Leadership Competencies……..;LD Program Participation;Leadership Development Program Model;Leadership Development Program Options;LD Program Options - Supervisor;LD Program Options - Mid-manager;LD Program Options - Executive;Leadership Development - Leadership Community ;Leadership Development Program Accountability;Connects the learning efforts for the SCANA family of businesses to the bottom line. Targeted Outcomes: Drive SCANA’s vision and expectations for employee development. Facilitate the marketing of corporate and SBU learning and development options. Serve as thee intersection for all learning and development communities at SCANA.;SCANA University;2005 SCANA University Metrics;Leaders’ Role in Development (Retention Focus);“What is Measured, Get