Succession Planning and Acquisition of Employees for Global Positions
Lindiwe Musekiwa
Walden University
Introduction Leadership continuity is a must in today’s highly-competitive business environment where change is inevitable, but, acquiring and retaining workers with practical knowledge, skills, and abilities is critical for the growth and development of, not only the organization, but also individual employees. Globalization and technological innovations are forcing organizations to embrace innovation in order to stay competitive, shying away from antique ways of conducting business, and opting or preferring contemporary, systematic business operations such as succession planning practices, judicious recruiting and …show more content…
Succession planning encompass a repository of talent data bank, identification of prospective talent necessity, all-embracing and exhaustive appraisal of talent, and the envelopment of not only top management, but also who others such as ground level employees with high levels of communication and better collaboration (Busine & Watt, 2005). An organization with no succession planning in place experiences heightened turnover, hiring costs, job dissatisfaction due to prejudiced promotions, and other work related negatives that impact the organization’s competitiveness (Lawler III & Galbraith, 1994). While technology has exceedingly revamped business prospects and capableness, it has made it increasingly competitive giving rise to considerable cost-cutting and layoffs and flat and vibrant organizational structures (Barnett & Davis, 2008). Other tendencies or inclinations that influence or sway succession planning include employee expectations, the changing demographics, as well as avoidance and reduction measures that ensure employees’ allegiance or loyalty to the organization. (Brewster & Suutari, 2005). According to Reeves (2010), succession planning “focuses on developing individuals’ skill sets to meet the future needs of the organization, [and] making provision for the development and replacement of key people over time” (p.2). Counting on distinctly defined goals, judgments ground on competencies, and identification of talent based on demographics, educational qualifications, assessment, experience, career interests, as well as systemized and individualized development programs, an organization can successfully implement a succession planning. Although the literature gave diverse and wide-ranging account of succession planning, it all boils down to processes and procedures that improve workforce performance, increase employee
Lindiwe Musekiwa
Walden University
Introduction Leadership continuity is a must in today’s highly-competitive business environment where change is inevitable, but, acquiring and retaining workers with practical knowledge, skills, and abilities is critical for the growth and development of, not only the organization, but also individual employees. Globalization and technological innovations are forcing organizations to embrace innovation in order to stay competitive, shying away from antique ways of conducting business, and opting or preferring contemporary, systematic business operations such as succession planning practices, judicious recruiting and …show more content…
Succession planning encompass a repository of talent data bank, identification of prospective talent necessity, all-embracing and exhaustive appraisal of talent, and the envelopment of not only top management, but also who others such as ground level employees with high levels of communication and better collaboration (Busine & Watt, 2005). An organization with no succession planning in place experiences heightened turnover, hiring costs, job dissatisfaction due to prejudiced promotions, and other work related negatives that impact the organization’s competitiveness (Lawler III & Galbraith, 1994). While technology has exceedingly revamped business prospects and capableness, it has made it increasingly competitive giving rise to considerable cost-cutting and layoffs and flat and vibrant organizational structures (Barnett & Davis, 2008). Other tendencies or inclinations that influence or sway succession planning include employee expectations, the changing demographics, as well as avoidance and reduction measures that ensure employees’ allegiance or loyalty to the organization. (Brewster & Suutari, 2005). According to Reeves (2010), succession planning “focuses on developing individuals’ skill sets to meet the future needs of the organization, [and] making provision for the development and replacement of key people over time” (p.2). Counting on distinctly defined goals, judgments ground on competencies, and identification of talent based on demographics, educational qualifications, assessment, experience, career interests, as well as systemized and individualized development programs, an organization can successfully implement a succession planning. Although the literature gave diverse and wide-ranging account of succession planning, it all boils down to processes and procedures that improve workforce performance, increase employee