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When considering succession planning it is important to understand the organization's long-term goals and objectives, to identify the workforce's developmental needs and to be able to determine workforce trends and predictions.( Fridenstine, 2006)
As Jan Margolis stated (2005), good succession planning does not involve just a backup plan for successors, it is more than that. It is a tool used by companies to both fill gaps as business needs change and, most importantly, grow their own leaders. At this point it appears obvious where succession planning integrates mentoring. It is in the process of leader formation that mentoring interferes.
Many researchers and theorists have acknowledged that often organizations fail to utilize managerial personnel effectively for leadership development and succession planning systems (Groves, 2007) and many execute these critical practices through separate human resource functions that shift the responsibility for leadership development away from line managers.
Integrating leadership development and succession planning best practices
Author(s): Kevin S. Groves
Journal: Journal of Management Development
ISSN: 0262-1711
Year: 2007 Volume: 26 Issue: 3-Page: 239-260
DOI: 10.1108/02621710710732146
Publisher: Emerald Group Publishing Limited
Abstract: Purpose -- Organizations often fail to utilize managerial personnel effectively for leadership development and succession planning systems, and many execute these critical practices through separate human resource functions that shift the responsibility for leadership development away from line managers. The purpose of this article is to present a best practices model for optimal development of the leadership pipeline and a series of practical recommendations for organizations.
Design/methodology/approach -- a group of 30 CEOs and human resource executives across 15...
Management development practitioners will benefit from assessing their respective organizations' current practices vis-a-vis those discussed here, while scholars may utilize the best practices model for generating further research on the role of managerial personnel in talent management systems.
http://www.emeraldinsight.com/Insight/viewContentItem.do?contentType=Article&hdAction=lnkhtml&contentId=1597791
References:
Margolis J., 2005. Managing Succession Planning, Workforce Performance Solutions, Retrieved from http://www.wpsmag.com/content/templates/wps_article.asp?articleid=329&zoneid=15
Fridenstine, S., 2006. Succession Planning: Your Plan for the Future, NACS Annual Meeting, March, Retrieved from
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