1、 Succession Planning&Retention“Roadmap for Leadership Continuity”Jimmy Duncan,SPHR Workforce Planning&Employee Development 本资料选自国内最具含金量，最全面的人力资源顶级方法与实操大全-2011铂金版版 资料每年升级，全国各地免费送货，货到付款，详情咨询qq：514457731（加qq无需验证）“Developing Our People”SCANA CORPORATION Session Topics The SCANA Profile Why“Developing ou
2、r People”is a business imperative The business case for ensuring Leadership Continuity SCANAs holistic approach to Developing Leaders SCANAs Succession Planning Model SCANAs Leadership Development Model The Art of Effective Leadership at SCANA Portfolio of Developmental Tools Leaders Role in Develop
3、ment Results Assessment “Developing Our People”SCANA CORPORATION Company Profile$9 Billion Fortune 500 Company Southeastern Business Markets(GA/SC/NC)Headquartered in Columbia,South Carolina 8 Major Subsidiaries(Energy related businesses)SCE&G Serving South Carolina for 156 years 557,000 Electric Cu
4、stomers&1 Million Gas Customers “Developing Our People”SCANA CORPORATION State of the Workforce Total SCANA workforce:5800 employees(12/31/05)Workforce growth trend:Avg.growth rate of 2%Avg.annual turnover:5.2(lower than utility industry average)Avg.years of service:14.5 years Avg.age of employees:4
5、4%of workforce over 40:70%Employee retirements:1%Annual avg.Avg.age of new hire:34 “Developing Our People”SCANA CORPORATION WORKFORCE PLANNING&EMPLOYEE DEVELOPMENTWORKFORCE PLANNING&EMPLOYEE DEVELOPMENT VISION STATEMENT To ensure that SCANA will,on an on-going basis,have the right people with the ri
6、ght skills in the right position available at the right time to meet organizational needs.WORKFORCE PLANNING&WORKFORCE PLANNING&EMPLOYMENTEMPLOYMENT MISSION We will proactively conduct workforce planning activities that anticipate and plan for changes in the workforce composition,and through effecti
7、ve employment processes ensure the availability of qualified talent to meet SCANAs business needs.EMPLOYEE DEVELOPMENTEMPLOYEE DEVELOPMENT MISSION We will proactively deliver learning options that are geared toward enhancing employee knowledge of essential competencies,leadership skills,and organiza
8、tional effectiveness to ensure SCANAs on-going success.“Developing Our People”SCANA CORPORATION“Developing our People”:Critical Success Factor Developing Our People Workforce Plan Excellence in Customer Service Cost-Effective Operations Profitable Growth Business Target What are we trying to achieve
9、?Who completes the business activities?The“People Plan”enables our Business Plan“Developing Our People”SCANA CORPORATION“Leadership Continuity is a Business Imperative”“Developing Our People”SCANA CORPORATION“Screaming Headlines”McDonalds Corporation CEO(Jim Cantalupo)dies unexpectedly(April 2004)Ha
10、rley Davidsons CEO(Jeff Bleustein)steps down,but will remain as Chairman(December 2004)Boeings CEO(Harry Stonecipher)is ousted amid improper conduct charges after just 15 months in position(March 2005)Disneys CEO(Michael Eisner)to step aside in September 2005 instead of September 2006(March 2005)“De
11、veloping Our People”SCANA CORPORATION The Business Case for“Developing our Leaders”Business Leadership Success Formula “Leadership is the catalyst that delivers organizational success”“Leadership continuity is the key for ongoing success(business imperative)Why is Succession Planning important to SC
12、ANA?Our Business Model has changed(Business vs.operational emphasis)15%of all SCANA employees are formal leaders(832 of 5600)42%of our leaders will be retirement eligible over the next 10 years Key organizational question:Where will the next wave of leaders come from?To meet this need,a formal appro
13、ach to developing our leaders has become a top priority Key challenge:The current workforce pipeline demographics mirror our leaders Laser-like focus on leadership development is imperative to SCANAs continued success “Developing Our People”SCANA CORPORATION Total Staff Total Retirement 0-5 Years 6-
14、10 Years 11-15 Years Executives 76 45 8 16 21 Managers 304 129 19 60 50 Supervisors II 263 126 8 49 69 Supervisors I 178 74 12 30 32 Totals:821 374 48 156 172 Targeted Exits at Key Leadership Levels SCANAs Leadership Drain “Developing Our People”SCANA CORPORATION Average Age and Service Overview The
15、 State of the Workforce Pipeline Job Group Average Active Employee Age Average Active Employee Service OFFICIALS and EXECUTIVES 48.1 19.8 PROFESSIONALS 44.5 14.5 TECHNICIANS 44.3 15.3 SALES WORKERS 46.4 15.4 OFFICE&CLERICALS 40.3 9.4 CRAFT WORKERS 43.8 16.1 OPERATIVES 40.9 10.0 LABORERS 44.6 14.0 SE
16、RVICE WORKERS 42.9 5.9 Average 43.8 14.5 Subsidiary Average Active Employee Age Average Active Employee Service SCANA Services 42.3 11.1 SCE&G 45.0 17.2 SC Pipeline 44.6 15.4 SCANA Communications 42.9 4.6 Service Care 34.8 6.3 SCANA Energy Marketing 41.8 6.3 PSNC Energy 43.5 14.7 Primesouth 43.8 5.4 Average 43.8 14.5“Developing Our People”SCANA CORPORATION Leadership Development&Succession Planning Model Increased leadership effectiveness in current role Increased capability or readiness for gre
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