Ubungqina bexesha elizayo boMsebenzi wakho: UCwangciso lokuPhumelela kwe-HRM kwiMpumelelo yexesha elide kumanyathelo ama-4

It's more flexible when you plan to fill up the junior positions in the company, but for senior roles such as the VP of sales, or directors, it's a different story.

Njengeokhestra engenambhexeshi, ngaphandle kwabasebenzi abakwinqanaba eliphezulu abanikela ulwalathiso olucacileyo, yonke into ibiya kuba ngumbhodamo.

Don't put your company at a high stake. And by that, start with succession planning to make sure critical roles are not left vacant for too long.

Let's look into what UCwangciso lokulandela i-HRM kuthetha, kunye nendlela yokucwangcisa onke amanyathelo kweli nqaku.

Isiqulatho

• Yintoni i-HRM Succession Planning?
• Inkqubo yoCwangciso lokulandelana kwi-HRM
  • #1. Chonga iindima ezibalulekileyo
  • #2. Vavanya abasebenzi bangoku
  • #3. Phuhlisa abalandela
  • #4. Beka iliso kwaye uhlaziywe
• Okukwintsusa
• Imibuzo ebuzwa qho

Yintoni i-HRM Succession Planning?

Ucwangciso lokungena ezihlangwini yinkqubo yokuchonga nokuphuhlisa abantu bangaphakathi abanesakhono sokuzalisa izikhundla ezibalulekileyo zobunkokeli kumbutho.

Inceda ekuqinisekiseni ukuqhubekeka kobunkokeli kwizikhundla eziphambili kunye nokugcina ulwazi, izakhono kunye namava ngaphakathi kumbutho.

• Succession planning is part of an organisation's overall talent management strategy to attract, develop and retain a skilled workforce.

• Ibandakanya ukuchonga abo baza kungena ezihlangwini zexesha elifutshane nezexesha elide kwizikhundla ezibalulekileyo. Oku kuqinisekisa umbhobho wetalente oqhubekayo.

• Abo baphumeleleyo baphuhliswa ngeendlela ezahlukeneyo ezifana noqeqesho, ingcebiso, inkxaso-mali, iingxoxo zocwangciso lwamakhondo omsebenzi, ukujikeleziswa kwemisebenzi, iiprojekthi ezizodwa neenkqubo zoqeqesho.

• Abaqeshwa abanesakhono esiphezulu bachongwa ngokusekelwe kwiikhrayitheriya ezifana nentsebenzo, ubuchule, izakhono, iimpawu zobunkokeli, amandla kunye nokuzimisela ukunyuselwa.

• Izixhobo zovavanyo ezifana I-360-degreeingxelo, iimvavanyo zobuntukunye namaziko ovavanyo ahlala esetyenziselwa ukuchonga amandla aphezulu ngokuchanekileyo.

• Abo bangena ezihlangwini zabo baqeqeshwa kwangethuba, iminyaka emi-2-3 phambi kokuba bafunelwe isikhundla. Oku kunceda ekuqinisekiseni ukuba zilungiswe ngokwaneleyo xa zikhuthazwa.

• Iinkqubo ziyaguquka kwaye kufuneka zihlaziywe rhoqo kwaye zihlaziywe njengoko iimfuno zenkampani, izicwangciso kunye nabasebenzi zitshintsha ngokuhamba kwexesha.

• Ukuqeshwa kwangaphandle kuseyinxenye yesicwangciso njengoko ingengabo bonke abalandelayo abanokufumaneka ngaphakathi. Kodwa kugxilwe ngakumbi ekuphuhliseni abaphumeleleyo ngaphakathi kokuqala.

• Itekhnoloji idlala indima ekhulayo, njengokusebenzisa uhlalutyo lwe-HR ukuchonga amandla aphezulu kunye nokusetyenziswa kwezixhobo zedijithali kuvavanyo lwabaviwa kunye nocwangciso lophuhliso.

Inkqubo yoCwangciso lokulandelelana kwiHRM

If you are looking to create a solid succession plan for your company's human resource management, here are four key steps you should consider.

#1. Chonga iindima ezibalulekileyo

• Qwalasela iindima ezinempembelelo yeqhinga eliphezulu nezifuna ulwazi olulodwa okanye izakhono. Ezi zidla ngokuba zizikhundla zobunkokeli.

• Look beyond just titles - consider functions or teams that are most critical for operations.

• Focus on a manageable number of roles initially - around 5 to 10. This allows you to build and refine your process before scaling up.

#2. Vavanya abasebenzi bangoku

• Gather data from multiple sources - performance reviews, competency assessments, psychometric tests, and manager feedback.

• Evaluate candidates based on critical role requirements - skills, experiences, competencies, and leadership potential.

• Identify high potentials - those who are ready now, in 1-2 years, or in 2-3 years to take on the critical role.

Fumana impendulo ngendlela enentsingiselo.

Yenza uphando olusebenzayo olumangalisayo lwe khulula. Qokelela idatha yobungakanani kunye nomgangatho ngephanyazo.

#3. Phuhlisa abalandela

• Create detailed development plans for each potential successor - identify specific training, experiences or skills to focus on.

• Kubandakanya abagqatswa abanokubakho kwimisebenzi yoshishino ebalulekileyo kwindima, efana neM&A okanye ukwandiswa kweshishini.

• Provide developmental opportunities - coaching, mentoring, special assignments, job rotations, and stretch assignments.

• Ukubekwa kweliso kwinkqubela phambili nokuhlaziya izicwangciso zophuhliso rhoqo.

#4. Beka iliso kwaye uhlaziywe

• Uphononongo lwezicwangciso zolandelelwano, izinga lenguquko kunye namanqanaba okulungela ubuncinane ngonyaka. Rhoqo kwiindima ezibalulekileyo.

• Ukulungelelanisa izicwangciso zophuhliso kunye neeshedyuli ngokusekelwe kwinkqubela yabasebenzi kunye nokusebenza.

• Faka endaweni okanye wongeze abanokuthi bangene ezihlangwini njengoko kuyimfuneko ngenxa yokunyuselwa, ukuthotywa okanye amandla amatsha aqatshelweyo.

• Phuhlisa i Inkqubo yokukhwelaukufumana umlandeli omtsha ngokukhawuleza ngokukhawuleza.

Gxininisa ekudaleni inkqubo yokucwangciswa kokulandelelana kwe-HRM ethe gqolo uphucula ngokuhamba kwexesha. Qala ngenani elincinci leendima ezibalulekileyo kwaye wakhe ukusuka apho. Kufuneka ubavavanye rhoqo abasebenzi bakho ukuze uchonge kwaye uphuhlise iinkokeli zexesha elizayo ezinokubakho kumbutho wakho.

Ukuqhuba amanqanaba okwaneliseka kwabasebenzi ngeAhaSlides.

Iifomu zeempendulo zasimahla nanini na naphi na apho uzifuna khona. Fumana idatha enamandla kunye nezimvo ezinentsingiselo!

Qalisa ngokukhululeka

Okukwintsusa

An HRM succession planning ensures you're always finding and nurturing top-notch talents for your critical roles. It's good to regularly assess your employees, especially high performers, and provide the necessary development interventions to develop potential successors. An effective succession planning process can future-proof your organisation by guaranteeing no leadership disruption.

Imibuzo ebuzwa qho

Yintoni umahluko phakathi kwesicwangciso sokulandelelana kunye nolawulo lokulandelelana?

Ngelixa isicwangciso sokulandelelana kwe-HRM siyinxalenye yolawulo lokulandelelana, le yokugqibela ithatha indlela ebanzi ngakumbi, enobuchule kunye nejolise kuphuhliso ukuqinisekisa ukuba inkampani inombhobho wetalente owomeleleyo.

Kutheni isicwangciso sokulandelelana sibalulekile?

HRM succession planning addresses both immediate needs to fill key vacancies, as well as long-term needs to develop future leaders. Neglecting it can leave gaps in leadership that jeopardise an organisation's strategic plans and operations.