Dear All,
This question is directed to those professionals who have been successful in conducting succession planning in their organizations. Since the purpose of this exercise is to develop successors for critical positions and the employees being developed are aware of this objective then how do you keep them engaged when the positions they are being developed for do not become vacant for a long time and they do not see the opportunity for progression?
From Pakistan, Islamabad
1This question is directed to those professionals who have been successful in conducting succession planning in their organizations. Since the purpose of this exercise is to develop successors for critical positions and the employees being developed are aware of this objective then how do you keep them engaged when the positions they are being developed for do not become vacant for a long time and they do not see the opportunity for progression?
From Pakistan, Islamabad
Dear Hina,
This problem happens in most of the organizations and even the head of the department will have a fear if he is nominating a successor whether he will be fired.
I feel it creates more confusion,If only there is exapansion in your facility in the near future or there is some shuffling in the positions planned this can be done.
Regards,
Suresh
From India, Bangalore
This problem happens in most of the organizations and even the head of the department will have a fear if he is nominating a successor whether he will be fired.
I feel it creates more confusion,If only there is exapansion in your facility in the near future or there is some shuffling in the positions planned this can be done.
Regards,
Suresh
From India, Bangalore
The succession planning concept is the most critical and sensetive area of any organisation. In todays senario the biggest challange for any company is who is the next? if the employe being devloped are not capable then the organisation should take a chance provide the oppurtunity to others who is capable enough to take challange,vision orientaed and having leadership traits.
From India, Hyderabad
From India, Hyderabad
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Succession planning.pdf
SUCCESSION PLANNING.ppt