HROB 4060 Lecture Notes - Lecture 4: Job Rotation, Succession Planning, Management Development

• School: University of Guelph
• Department: Human Resources and Organizational Behaviour
• Course: HROB 4060
• Professor: Mir Lofti

Document Summary

Succession management the process of ensuring that pools of skilled employees are trained and available to meet the strategic objectives of the organization. Used mainly for ceo, but there must be a pipeline of talent for the most critical roles: the ceo, senior management team (executives, critical roles based on long-term value to the organization (i. e. specialists) Improve internal candidate pools: assure business continuity, reduce skill gaps, retain ees, help individuals realize their career plans within the org, develop leaders more quickly, encourage the advancement of diverse groups. I(cid:373)pro(cid:448)e ee"s a(cid:271)ilit(cid:455) to respo(cid:374)d to (cid:272)ha(cid:374)gi(cid:374)g e(cid:374)(cid:448)iro(cid:374)(cid:373)e(cid:374)tal de(cid:373)a(cid:374)ds. Replacement planning process of finding replacement ees for key managerial positions. Improving the evaluation system: one rater se(cid:448)eral raters gi(cid:448)i(cid:374)g (cid:272)urre(cid:374)t e(cid:448)aluatio(cid:374)s o(cid:374) a(cid:374) ee"s performance, 360-degree feedback. Succession management process link replacement planning and management development simple to understand but difficult to implement, 5 steps: align succession management plans with strategy, identify the skills and competencies needed to meet strategic objectives.