MANA 463 Lecture Notes - Lecture 7: Peter Drucker, Road Running, Succession Planning

• School: Concordia University
• Department: Management
• Course: MANA 463
• Professor: Domenic Peltier- Rivest

Document Summary

The systematic process of determining critical roles within the organization, identifying and evaluating possible successors, and developing them for these roles: note the semantic difference between hr planning and hr management. Succession planning implies that once you have a plan, it is not monitored and modified. Succession management includes this constant monitoring and updating. Succession management might be viewed as part of the talent management process of an organization. In the past, succession management focused on the ceo only. Now, it focuses on the following critical roles: Critical roles based on long-term value (ex: scientists or customer relationship specialists. ) Replacement planning: the process of identifying short-term and long-term emergency backups to fill critical positions. Replacement planning has evolved into succession management by: Expanding the time horizon: creating a talent pool of replacements. Advantages of internal: more and better information, organizations that offer career development and opportunities to internal candidates increase commitment and retention.