From Past to Present.
Why Governments Need to Ramp Up Succession Planning With the workforce aging, identifying and nurturing talent within the ranks is more important than ever.
And according to the Pew Research Center, millennials now outnumber baby boomers in the workplace, 76 million to 75 million, while millennials will make up 75 percent of the workforce just 10 years from now.
As a result of the rapidly aging workforce, government organizations -- small and large, rural and urban -- are experiencing a brain drain that is placing their organizations at a critical juncture: The need for experienced and seasoned employees has never been greater, yet those are the very workers who are most likely to be departing in the very near future.
It's clear that governments need to get serious about succession planning. Small organizations are particularly challenged when an employee departs, since a natural successor may not already be within the workforce.
That problem may not be as much of an issue for mid-sized and large organizations, but a wave of retirements can still disrupt service delivery. And even in larger organizations, it's a challenge to replace a sole incumbent who handles a breadth of responsibilities or possesses extensive specialized knowledge.
The major focus is that replacements are prepared to fill key vacancies on short notice and that individuals have the development capacity to assume greater responsibilities and exercise increased technical proficiency and expanded management roles. Succession planning is about a lot more than just increasing employee training.
Nor should it be the exclusive responsibility of the human-resources department. Effective succession planning requires advocacy and visible support by all members of the executive leadership team.
A well-designed succession-planning program will enable an organization to align workforce requirements directly to strategic and operational plans; identify and implement strategies to transition from the existing workforce to the one that will be needed; and build the capability to continually shape the workforce to respond to emerging trends, shifting priorities and technological change.
Establishing systematic succession planning can entail a culture change. It can be a major shift in an organization where decision-makers may have been accustomed to filling one vacancy at a time.
It requires commitment to a longer-term strategic view of talent needs, and doing it will bring a number of benefits: Promoting people is good for morale, and promoting from within encourages people to take on responsibility, assume risk and grow through their achievements.
Effective succession planning in government is an ongoing, dynamic process, not a static, one-time objective.
It not only empowers employees to achieve their professional goals but also supports organizational goals. It's essential in today's competition for talent.Success Through Succession: Implementing Succession Planning at the Texas Department of Insurance By Success Through Succession: Implementing Succession Planning at the Texas Department of Insurance by Elements of an Ideal Succession Plan The purpose of this research paper is to review the literature pertaining to.
Succession Planning Running Head: Developing Leadership Capital Succession Planning: The Critical Challenge for Law Enforcement of Developing Leadership Capital in the 21st Century Kelly Hedum University of Central Florida Abstract Succession planning is a critical leadership tool for ensuring organizational growth and continuity by eliminating substantial gaps in institutional memory.
Succession planning research papers.
4 stars based on reviews urbanagricultureinitiative.com Essay. Share this: Click to share on Twitter (Opens in new window) Click to share on Facebook (Opens in new window) Click to share on Google+ (Opens in new window) Related.
Guide to market research and analysis. From Innovation, Science and Economic Development Canada. This guide is intended to help you better understand market research and its importance. It provides information on how to conduct a market research project, specifying several options that are available to you regardless of your market research budget. Izzo, Alana Marie, "Social Responsibility and Succession Planning: A Qualitative Application of the Theory of Planned Behavior Among Small Businesses in Vermont" ().Graduate College Dissertations and urbanagricultureinitiative.com Succession planning is vitally important for ensuring the continued success of any business, in identifying and developing the talent which will fill your critical roles in the future, or in times of crisis.
No Comments. Succession Plan to Retain Employees Marcella Westfall [email protected] Keller Graduate School of Management - HRM Professor Victoria Ashiru September 28, My research paper is on a Succession Plan for the city of Miami– a plan that will outline the process of retiring employees and the strategic staffing plan that will.
Succession planning acknowledges that staff will not be with an organization indefinitely and it provides a plan and process for addressing the changes that will occur when they leave. Most succession planning focuses on the most senior manager-the executive director, however, all key positions should be .
This research aims to find out whether there is any succession or strategic planning in Payame- Noor University of Aleshtar, and if there is any significant relation between succession planning and strategic planning in an organization.