Workforce Planning
1) Workforce Planning
To begin, "succession planning is the process whereby an organization ensures
that employees are recruited and developed to fill each key role within the
company"(Heathfield, 2017). Through this process, employees are recruited to
develop their knowledge and prepare them for a promotion into roles that are
even more challenging than their current role. No matter the size of the
organization, all organizations need succession planning. Moreover, cross-
training employees is necessary to achieve this type of planning. The reason
behind cross-training employees is not only for them to expand their skill set, but
to keep responsibilities from falling through the cracks if someone resigns. From
my experience, I can say that succession planning in the organization I work for
has helped retain many employees. The opportunity to grow in my company is
available to all employees equally. Due to the fact that we all work so closely
together, we're able to learn from each other on a daily basis and expand our
overall abilities to work in different departments. Additionally, my company offers
monthly training opportunities for your own professional development. Training
such as excel, reporting, and data gathering are available to all employees. I've
provided some advantages of using succession planning for employers below:
You rely on staff to carry out the mission and the vision and to accomplish the
goals of the organization. The loss of a key employee can undermine your
ability to accomplish these important objectives.
You need prepared employees to step into roles as your company grows and
expands its offerings and services. Or, your lack of developed employees will
stymie your growth plans.
The need to have replacement employees ready if you decide to promote
employees or redesign your organization enables you to make necessary
changes without being hampered by a lack of replacements.
Knowledge about key, skilled, contributing employees is shared with managers
organization-wide. This information allows managers to consider the widest
number of candidates for any open job.
The Baby Boomer generation is in the process of retiring. They are taking with
them 30-40+ years of knowledge, experience, working relationships, and
information. You want to capture that knowledge before it walks out your door.
Heathfield, S. M. (2017, February 16). What Every HR Manager Needs to Know
About Succession Planning. Retrieved January 14, 2018, from
https://www.thebalance.com/succession-planning-1918267
