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论文作者:英语论文网论文属性:学期论文 termpaper登出时间:2015-07-19编辑:wangjinjin点击率:21444
论文字数:5938论文编号:org201507190948471758语种:英语 English地区:加拿大价格:免费论文
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摘要:本文的作者讲述到当今世界正面临着重大的企业改革和变化,在这一过程中企业领导者扮演者至关重要不可或缺的角色,它能够带领企业组织走向成功,亦或是失败。
Succession Management
Planning for potential successors to take over critical positions is an important part in organisational planning. Organisations use this method to ensure able replacements for critical positions in order to ensure business continuity whenever people in critical positions leave the company. However, succession management has to be executed in a systematic and efficient manner in a way that guarantees maximum transfer of knowledge and expertise to the potential successors. Well-designed and effective succession management requires careful examination of business plans and strategies. If not, when the time comes for the successor to take over the position, he/she will not be able to perform the task well.
Identifying potential successors for critical positions is also not an easy feat for HRD personnel. In large organisations, suitable individuals may be overlooked due to the absence of a systematic approach to talent identification. Some organisations only consider seniority of employees when looking for successor, thus ruling out really talented individuals from being selected. Best practice companies usually go through a detailed selection process whereby all the requirement and dimensions of critical position are assessed before the actual identification of potential successors take place. By adopting this process, the companies are able to find the right candidates which match their stringent requirements with the correct competencies that are needed to execute the job well in the future. The selection process has to be reviewed over time to keep up with changes in organisational requirements so that the identified potential successors who are selected have the right mixture of traits and competencies in view of the rapid changes in the business environment.
In addition, key competencies that are required to fill in critical positions should also be carefully considered. When planning for succession of critical positions, organisations need to chart the key competencies required to match the organisational needs. A mismatch will create future problems and conflicts.
CONCLUSION
With all the above discussion on the significance of leadership, we can conclude that organisations at large need effective and high-impact leaders who can help steer the organisation to greater heights. Although there is a recognised and impending shortage of capable and qualified leaders in the world today, we have to find ways to develop true leaders who can help build greatness in their followers.