L'importance de la planification de relève

Pages: 5 (1119 mots) Publié le: 17 avril 2011
10044639
 
 
 
 
 
 
 
 
 


 


 


 


 


 


 


 


 

4
 April
 2011
 


 

Management
 And
 Development
 
  of
 
  Business
 Resources
 For
 Sustainability
 
 

 
 
 
 
 
 
 
 
  • OPTION
 A.
 
 
 
 
 
 Choose
 2
 topic
 areas
 from
 the
 topic
 choice
 below
 and
 write
 2
 mini-­‐essays,
 each
 essay
  must
 consist
 of
 1000
 words
 each
 (total
 2000
 words).

Discuss
 the
 importance
 of
 succession
 planning
 in
 managing
 and
 developing
 business
  sustainability
 
  FIRST TOPIC:
 
  1. Discuss
 the
 importance
 of
 succession
 planning
 in
 managing
 and
 developing
 business
  sustainability
 (1000
 words).
 
  According
 to
 Dessler,
 succession
 planning
 is:
 “the
 process
 of
 ensuring
 a
 suitable
 supply
 for
  current
 and
 future
 key
 jobs
 successors, so
 that
 the
 career
 of
 individuals
 can
 be
 managed
 to
  optimize
 the
 organization's
 needs
 and
 the
 individuals'
 aspirations”
  The
 aim
 of
 any
 business
 is
 to
 succeed
 today
 but
 also
 tomorrow.
 It
 is
 therefore
 important
 to
  have
 talented
 people
 and a
 good
 succession
 plan
 to
 anticipate
 the
 danger
 and
 to
 advance
 in
  their
 career.
  As
 
  Walter
  R.
  Mahler
  and
  Stephen
  J.
  Drotter
  said,
  “succession
  planning,
  like
  a
  relay
  race,
  has
  to
  do
  with
  passing
  responsibility,
  drop
  the
 baton
  and
  you
  lose
  the
  race.”
  This
  sentence
  demonstrates
  the
  importance
  of
  succession
  planning
  in
  management.
  The
  succession
  planning
 takes
 into
 consideration
 that
 employees
 will
 not
 remain
 indefinitely
 to
 the
 service
  of
  organization
  and
 provides
  a
  plan
  and
  process
  to
  deal
  with
  changes
  that
  occur
  when
  employees
  leave.
  This
  planning
  is
  very
  important
  and
  must
  be
  established
  before
  the
  employee
  leaves,
  especially
  if
  it's
  a
  senior
  manager.
  In
  general,
  the
 succession
  plan
  foresees
  the
 development
 of
 those
 already
 employed
 by
 the
 organization.
 Employees
 who,
 according
  to
 management,
 believe
 have
 the
 skills,
 knowledge,
 qualifications
 and
 experience
 required,
  and
 who
 want
 more
 responsibilities,
 can
 be
 trained
 to occupy
 specific
 positions.
 
  Stephen
  Seymour,
  Général
  manager
  of
  the
  Manchester
  office
  of
  UK
  HR
  consultancy
  said:
  “If
  they
  retire
  or
  exit
  for
  other
  reasons,
  the
  ethos
  and
  dynamics
  of
  the
  business
  will
  inevitably
  change.
  If
  the  value
  of
  the
  business
  is
  to
  be
  maintained
  or
  enhanced,
  it
  is
  imperative
  these
  changes
  are
  carefully
  controlled.
  “
  The
  planning
  will
  enable
  the
  company
  to
  have
  a
  plan
  to
  ensure
  continuity
  of
  services
  when
  an
 ...
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