Studies on SUCCESSION PLANNING and JOB DESCRIPTION Presenting BY: Amir Hamza Md. Kayes Roll-43

SUCCESSION PLANNING

Succession planning can be broadly defined as identifying future potential leaders to fill key positions. Wendy Hirsh1 defines succession planning as 'a process by which one or more successors are identified for key posts (or groups of similar key posts), and career moves and/or development activities are planned for these successors. Successors may be fairly ready to do the job (short-term successors) or seen as having longer-term potential (long-term successors).' What is succession planning ??

Coverage Organisations differ in size, scope and type, so it is difficult to point to any single model of succession planning. However, it is most common for succession planning to cover only the most senior jobs in the organisation, plus short-term and longer-term successors for these posts. The latter group are in effect on a fast-track, and are developed through job moves within various parts of the business. This focus on the most senior posts - perhaps the top two or three levels of management - means that even in large organisations, only a few hundred people at any given time will be subject to the succession planning process. It also makes the process more manageable, because it is much easier to concentrate on a few hundred individuals rather than (say) several thousand. That said, however, many large organisations attempt to operate devolved models in divisions, sites or countries where the same or similar processes are applied to a wider population.

Balance between individuals and organizations Focus Individual’s career Focus Individual's family Focus Organization need and business

Broadening experience by lateral moves Top level job by mid level executives Different range of job or task Horizontal or lateral movement to works

Roles, not jobs In the past, people would move up to specific, often specialist, jobs. Now (although some jobs will always require specialists) the main focus is on identifying and developing groups of jobs to enable potential successors to be identified for a variety of roles. So jobs might be clustered by role, function and level so that the generic skills responsible for particular roles can be developed. The aim is to develop pools of talented people, each of whom is adaptable and capable of filling a number of roles. Because succession planning is concerned with developing longer-term successors as well as short-term replacements, each pool will be considerably larger than the range of posts it covers.

Monitoring Develop methods of assessment to monitor the succession planning process. These methods vary according to business goals and company culture.

Databases Strong database for talented candidate from inside and outside Recruitment internal and external Make sure by software that development actions are followed up

Appraisals and feedback. Objective assessments are essential in order for management to specify what’s required for a successful promotion. Appropriate selection criteria. A successful succession management system depends on the development of competencies for each job, giving everyone involved a clear picture of the skills, values, behavior and attitudes required to succeed. A range of good choices. A working succession system results in having more than one good person available for a key job. Real success requires choices between two or more qualified people. Other key points

JOB DESCRIPTION

Definition: Job descriptions are based on objective information obtained through job analysis, an understanding of the competencies and skills required to accomplish needed tasks, and the needs of the organization to produce work.

Job Title: System Analyst Occupation Code: #1200 Reports to: Manager System Supervises: None Date: 1 Jan, 2009 Environmental Conditions: None Functions: Programming

Job Responsibilities: System Analyst

Prepare programs in RPG Language and conduct necessary R & D. Bank Host Interface Testing. First Level ITM Application Support. Develop and Maintain Middleware GUI.

Closely liaise with and aid the System Manager to execute business decisions across the company. Documentation, Maintenance & Customization of the existing software. Develop Software in different language and platform whenever necessary.

Secondary Duties / Responsibilities: Other duties as assigned. Level of Supervision Received: Works under minimal supervision. Reports to Senior Systems Analyst. Level of Supervision Exercised: No direct reports.

Qualifications / Professional Experience

Computer Science, Information Systems, or equivalent. Extensive work experience and Certifications may be submitted for consideration in place of a BS degree. Type and Length of Experience Required (or equivalent): Three years systems.Net, oracle, ms SQL server experience; preferable within a software company.

Skills and Competencies Required: Previous Banner experience is highly desired, but not necessary for consideration. Excellent working knowledge of.Net, MS SQL Server Oracle; preferable version 7.0. Excellent problem solving abilities Good working knowledge of standard computing environments

Prior demonstration of superior customer service standards and practices. Work Environment: Sedentary work. Availability to work after hours and/or weekends and On call, as specified by supervisor.