REPORT

ON SUCCESSIONING PLANING IN

SAIF ENERG LIMITED COMPANY

BY
MUHAMMAD NAJMUL HASNAIN

SUBMITTED TO
HR Manager SHEHZAD SALEEM

TABLE OF CONTENT

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TOPICS

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Acknowledgement Introduction Scope Of Succession Planning Methodology, Process Of Succession Planning Process Flow Chart Of Succession Planning Step 1: Identify Appropriate Positions To Fill. Step 2: Identify Competencies Required For Each Position. Step 3: Develop And Maintain A Talent Pool. Step 4: Competency Gap Analysis. Step 5: Design Developmental Opportunities. Step6: Reassess And Track Overall Progression And Maintain Skills Inventory

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ACKNOWLEDGEMENT
Its being an honor for me that Mr. Shahzad Saleem (Manager HR Saif energy limited) has assigned me the task to work on the Succession Planning for Saif energy limited company. It was really a knowledge full assignment because before this I have just heard about the succession planning but after getting this task and knowing about it. I have come to know that it s really important for any organization for which flow in the operations of the company is not avoidable as well as this assignment was very interesting and informative .Thanks to Mr. Shahzad Saleem (Manager HR Saif energy limited) for guiding me where ever I feel any kind of problems during this assignment.

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INTRODUCTION
Succession planning is a process for identifying and developing internal people with the potential to fill key leadership positions in the company Succession planning increases the availability of experienced and capable employees that are prepared to assume these roles as they become available As we know that succession planning plays a vital role in the progress of any business and to compete with the competitors in the market. The same importance is being observed in the Saif energy limited company. Here comes the question that how the succession planning needed to be observed and be in practice in Saif energy limited company. For this I have designed a succession planning process through which succession planning will be practiced in Saif energy limited company.

Pepperdine University's Graziadio Business Report offers best practices in succession planning based on a research study. Keep your succession process simple and rely on coaching and development are two best practices.

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SCOPE OF SUCCESSION PLANING

As the importance of succession planning is discussed in the introduction now it s important to know the succession planning scope with reference to its importance for the Saif energy limited company. Although Saif energy limited company is we can say new to the Oil and Gas exploration Business market in Pakistan as compared to other Oil and Gas exploration giants in the market like OGDCL, POL, MOL, OMV, PPL but is moving towards success. And to get a success along with many other things succession planning is also unavoidable.

Succession planning is important to keep the flow of the business operations in a sense if any supervisor can leave the company or die so his position will be covered by his junior and their will be low chances of any breakage to the business operations and this can only be happen if an effective succession planning prevails in the organization. Those organizations where there is a lack of effective succession planning they are paying its cost. So if we can say that without effective succession planning no company can get a success so this statement will be justifiable.

The important objective of succession planning is to identify the most suitable, potentially qualified, efficient, skilled and experienced employees or individuals to occupy or succeed to key positions when they become vacant.

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METHODOLOGY
As for as methodology for succession panning in Saif energy limited is concerned for this I have adopted creating succession planning pool model of succession planning and how this is being inculcated in the process of succession planning can be seen from the steps involve in the succession planning process.

PROCESS OF SUCCESSION PLANNING IN SAIF ENERGY LIMITED

y y y y y y Identify appropriate positions to fill. Identify competencies required for each position. Competency Gap analysis. Design developmental opportunities for each set of competencies. Develop and maintain a talent pool. Reassess and track overall progression and maintain skills inventory.

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PROCESS FLOW CHART SUCCESSION PLANNING AT SAIF ENERGY LIMITED

Identify appropriate positions to fill

Identify competencies required for each position

Recruit from the outside

Competency Gap analysis

Design developmental opportunities for each set of competencies

Develop and maintain a talent pool

Acquire Volunteers

Conduct an individual Gap analysis

Reassess and track overall progression and maintain skills inventory

Prepare individual development plans

End

Reassess and track individual progress

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STEP 1

IDENTIFY APPROPRIATE POSITIONS TO FILL

The basic and first step of the succession planning process is to first of all identify those appropriate positions (Normally managerial level positions) which are needed to be fill either immediately or which are to be filling in some future time if some one left that position (Due to any reason). It is very important to identify the position first because through this we will get insight that what kind of job and competencies are requires for it and after this we will be able to make a succession planning in an effective and productive manner. We can also have a design that how we will find the appropriate position which will be fill with the competent employees through the succession planning.

STEP 2
IDENTIFY COMPETENCIES REQUIRED FOR EACH POSITION
After identifying the appropriate position to fill now it s a time to identify those competencies which are required for those positions which will be filled through the succession planning. The competencies will include both the soft skills of the job and also the most important will the Key Performance Indicators (KPI s) of the particular job/position. These all will be identify by the top level management.

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STEP 3
DEVELOP AND MAINTAIN A TALENT POOL
In the methodology as I have discussed that I have adopted one of the model of succession planning named as creating succession planning (pool). In this model high potential candidates within the organization as the senior managers for the future. They are usually selected by task force of senior managers who set aside a day or more to go through a list of all employees above a certain level and assess which individuals should be identified as high potential. The purpose of adopting this technique is because this type of approach tends to be some what fairer because more managers are involved in the selection of the people who are identified for the high potential program. This approach is also more likely to recognize the value of providing broad background for the high potential employees rather than a single function stream of experience.

So in this step we will develop a pool of all talented employees who have a potential to fill the managerial level position. Here comes the question in mind that among these entire talented employee who will be selected to be promoted. So, its answer is quiet simple that all the pool of talented employee will go through the competency gap analysis process and those whose competency gap analysis result comes more favorable so that particular employee will be promoted to the higher rank.

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STEP 4
COMPETENCY GAP ANALYSIS
After identifying the competencies of an appropriate position to fill now in third step we will conduct a competency gap analysis. Before starting the third first of all it is needed to be mention here that basically what the competencies are. Competencies are the Characteristics that individuals have and use in appropriate, consistent ways in order to achieve desired performance. These characteristics include knowledge, skills, and aspects of self-image, social motives, and traits, thought patterns, mind-sets, and ways of thinking, feeling and acting.

So in third step we will conduct a competency gap analysis with the help of competency gap analysis forms these forms will also provide us homework for the performance evaluation forms. The pool of employees which are being selected for the succession planning they will be assessing for both soft skills of the positions to fill and also on key performance indicators. Form will contain both kind of questions some will be related to the soft skills and other will be the key performance indicators of the job which is going to be fill through succession planning.

The said Forms are provided at the end of the report.

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STEP 5
DESIGN DEVELOPMENTAL OPPORTUNITIES
After conducting competency gap analysis we will design a developmental opportunities for each set of competency. In this step we will also take measure that what could be the possible way to how all these competencies will be improve. And these opportunities will be design on the base of actual competencies possessed by an employee in order to get required competencies.

STEP 6
REASSESS AND TRACK OVERALL PROGRESSION AND MAINTAIN SKILLS INVENTORY
This will be our final step of the succession planning. In this step we will reassess and track the overall progression of all the employees who are in the pool and after reassessment and tracking overall progression we will also maintain the skill inventory of all the employees which are a part of the succession planning pool.