Succession planning - ANSWER -useful for managerial positions (CEO, COO etc)
-prepares single designated successor
-proactive approach to ensuring continuity of leadership
Career planning - ANSWER -succession plans for middle managers
-focuses on many particular individuals
-prepares severa...
, -Maintains leadership continuity when inside person is promoted
Grooming an internal person - ANSWER -key element of for-profit succession planning
Hiring outside of an organization - ANSWER -requires 6-12 months before financial performance regains
the level that existed prior to replacement
5 principles to succession planning - ANSWER -board driven, collaborative process
-governing boards 2 or 3 most important task*
-communicate openly between board and ceo
-agreements made must be communicated to succeeding board leadership and must be honored
-governing board has final say
A continuous process - ANSWER -succession planning must be continuous
-successor should always be available
-significant development assignments can be arranged to ensure appropriate experiences are
encountered
Feedback loops - ANSWER Are critical in succession planning
Goals and timelines - ANSWER -created and monitored
-important for transition
-a clear exit strategy prepared for outgoing CEO
-post succession assessment to evaluate process
-HR should review effectiveness to improve process
Succession planning should begin early - ANSWER -for developmental assessments
-provide insight and allow skills to be acquired
-developmental tasks should be diverse to expose to departments/operations
, -institutional memory preserved
-CEO personally experienced being groomed support process
Potential pitfalls - ANSWER -connections to social network and psychological ties to organization that
complicate effort to change
-inappropriate or limited experience
CEO/ Management team damaged - ANSWER -only bringing in an entire new regime can sweep
organization clean
-organization will be taking a fall anyway
-comes out of scandal, mismanagement, failed takeover
Organizations May inventory potential employees - ANSWER Often called assessing their inside bench
strength
If no suitable candidates - ANSWER -based on skills and ability
-consider hiring outside person at least 18months and up to 5years in advance
Succession planning can become costly - ANSWER -Due to expense of maintaining 2 individuals with high
salaries over time
CEO must be mature - ANSWER -May feel threatened by trained successor standing in wings, poised to
takeover at a misstep at the whim of board of directors
Why organizations have not created succession plans - ANSWER -require time and thought
-not a daunting task
-governing boards often lack experience with planning
-Fail to see how it benefits organization
Organizations without plans - ANSWER Complain of being swamped by more immediate and pressing
issues
, Leadership is - ANSWER Critical for long term effectiveness of contemporary organizations
Managers interview candidates - ANSWER -Use standardized list of questions
-Discussion of position organization and benefits
-Avoid discussing compensation(range is okay)
-Create list of acceptable candidates
HR is familiar with - ANSWER All applicable laws
Responding to references - ANSWER -by hr
-should not contain any subjective statements
-answered impersonally and directly from records
Information that is not in an employee file - ANSWER Does not exist. Nothing is off employee record
Legal policies - ANSWER Responding to references many do not respond at all or limited answers to
verify titles and dates of employment
Organizations fear - ANSWER Legal repercussions resulting from reference requests
Possible undesirable outcomes (a conundrum) - ANSWER -if an employee causes harm while working,
the organization that failed to do a reference check, organization at risk of being charged negligent hiring
-If past employer has relevant documented knowledge, but does not reveal information upon request,
former employer at risk for legal action brought by new organization or injured party
Charges of defamation - ANSWER Relatively common
Against hr
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