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【正文】 orkplace Continued Adapted from Judith Heerwagen, The Changing Nature of Work and Workplace Implications of Changing Nature of Work for Succession Planning ? Lesser loyalty of employees to anisations destabilizes single layered succession plans. ? Tendency of panies to use petency based frameworks for succession planning. ? Development of global portfolio of successors in global anisations where workers are highly dispersed. ? Demand for Highly Adaptive and Flexible Succession Plan STEEPLED Environmental Factors ? Social Factors ? Technological Factors ? Economic Factors ? Environmental (Ecological) Factors ? Political Factors ? Legal Factors ? Ethical Factors ? Demographic Factors Social Factors ? Media views ? Tradition ? Values ? Norms ? Attitudes amp。 more pressure for munication and information flow More meeting space, Greater variety of meeting spaces (open amp。Business Case for Succession Planning Dr. Elijah Ezendu FIMC, FCIM, FIIAN, FBDI, FAAFM, FAAPM, FCCM, MIMIS, MITD, ACIArb, ACIPM, PhD, DocM, MBA, CWM, CBDA, CMA, MPM, PME, CCIP, CMC Learning Objectives At the end of the course, participants should be able to do the following: 1. Identify the role of succession planning in ensuring business does not cease to be a going concern. 2. Identify the problem of overindulgence in talent war, as a means of using outsiders for every key position. 3. Identify the drivers of changing nature of work and their impact on anisational structure as well as implications for succession planning. 4. Explain the implications of business environment dynamics for business survival. 5. Identify how the management of succession can serve as terrific catalyst in enlivenment of business plan for achievement of anisational objectives. “A good plan is like a road map: It shows the final destination and usually the best way to get there.” H. Stanley Judd What is Succession Planning? “Succession Planning is the systematic identification and professional development of internal talent. It’s goal is to cultivate internal human capital in preparation for assuming leadership roles and other key positions that may bee vacant due to retirement, expected or unexpected separations.” LaCoya SheltonJohnson, Talent Management amp。 Succession Planning “A means of identifying critical management positions, starting at the levels of project manager and supervisor and extending up to the highest position in the anization. Succession planning also describes management positions to provide a maximum flexibility in lateral management moves and to ensure that as individuals achieve greater seniority, their management skills will broaden and bee more generalized in relation to total anizational objectives rather than to purely departmental objectives.” Source: Norman Carter, Guaranteeing Management’s Future Through Succession Planning Succession Planning is the link between strategic planning and workforce planning, wherefore distinctive corporate objectives must be explored and analyzed in order to reengineer workforce planning for preparation of people to take over leadership batons at various levels of an anisation. CLevel Succession Planning This focuses on identifying and preparing pool of potential successors for filling key positions at the top management echelon. MultiLevel Succession Planning This has a broadly designed succession framework spanning many levels and in some cases stretching from Supervisorial stratum to the Chief Executive Officer, with the intention to provide for every key position. “Leadership succession planning is a fundamental part of the strategic planning process and must be linked to the anization’s business plan and the anization’s workforce planning and talent development.” . Lindemann Intellectual Capital drives corporate business plan from arrangements at the drawing board through resourceinterplay to attainment of strategic goals. Therefore, a business plan without fitting intellectual capital is a blank dream. Human Capital is Key Human Capital is the most important ponent of Intellectual Capital due to its ability to provide leveraging platform for synchronizing the others. Business As a Going Concern An anisation must have the right caliber of human capital effectively placed on key positions to ensure continuity of operations or else it shall soon cease to be a going concern. GC Test A going concern test proves whether an anisation has the ability to meet up with its responsibility at a specific future date. Contemporary thinking had focused too much attentio
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