Succession planning is a process that should help an organization for identifying and preparing its people to fill key positions. Its main focus toward those positions that will have the most impact on its stability, production, and growth.The availability of an organizational succession plan ensures that the organization is ready to continue work in the absence of key staff. It supplies the organization with motivated and qualified people. Paying attention to succession planning as process shows a commitment of the organization to developing career paths for those people as well as respect for their people as valued assets which eventually protect its reputation (Johnson, 2016).
Succession planning in its simplest format is about designating …show more content…
Therefore, it deserves they advocate the need to pay significant attention to its process and don’t just leave for chances. It is a big mistake not to view a succession plan a priority, a for failure to have such a plan ready can put the organization at risk. Therefore, it is important to ensure that the organization has an effective succession planning process Gurchiek (2015). For a general perspective, there should be some rules to be followed in order to have a good succession planning process. Based on experiences of a number of best-practice organizations, Conger and Fulmer (2003) outline five rules for developing an effective succession management process as …show more content…
Gray (2014) lists the following steps to create an ongoing succession planning:
1. Identifying key positions
2. Listing required or recommended competencies and profiles for each position
3. Assessing your available people based on their competencies and capabilities
4. Creating a pool of potential talent.
5. Actively working on development of identified candidates for key positions
It is believed that the essence of succession planning is development and preparation of people to assume future positions. Development needs are multifaceted and cover different perspectives. Therefore, satisfying those needs may vary in difficulty levels. For example, the higher job incumbency might ask for a unique set of knowledge, skills, attitudes (KSAs). And they are difficult to be effectively evaluated (Blanchard & Thacker, 2013). It is important to have an evaluation system for the succession planning and how effective it is in getting an organization desired results. For instance, in the U.S. Postal Service has Corporate Succession Planning Program that is evaluated every two years, management measures the program 's success by the availability of qualified successors when vacancies arise (Office of Inspector General United States Postal Service,
Succession planning in its simplest format is about designating …show more content…
Therefore, it deserves they advocate the need to pay significant attention to its process and don’t just leave for chances. It is a big mistake not to view a succession plan a priority, a for failure to have such a plan ready can put the organization at risk. Therefore, it is important to ensure that the organization has an effective succession planning process Gurchiek (2015). For a general perspective, there should be some rules to be followed in order to have a good succession planning process. Based on experiences of a number of best-practice organizations, Conger and Fulmer (2003) outline five rules for developing an effective succession management process as …show more content…
Gray (2014) lists the following steps to create an ongoing succession planning:
1. Identifying key positions
2. Listing required or recommended competencies and profiles for each position
3. Assessing your available people based on their competencies and capabilities
4. Creating a pool of potential talent.
5. Actively working on development of identified candidates for key positions
It is believed that the essence of succession planning is development and preparation of people to assume future positions. Development needs are multifaceted and cover different perspectives. Therefore, satisfying those needs may vary in difficulty levels. For example, the higher job incumbency might ask for a unique set of knowledge, skills, attitudes (KSAs). And they are difficult to be effectively evaluated (Blanchard & Thacker, 2013). It is important to have an evaluation system for the succession planning and how effective it is in getting an organization desired results. For instance, in the U.S. Postal Service has Corporate Succession Planning Program that is evaluated every two years, management measures the program 's success by the availability of qualified successors when vacancies arise (Office of Inspector General United States Postal Service,