Sunday, February 28, 2010

Did you think about succession planning yet????

The economy is on an upswing and slowly but surely the job market promises to pick up. Of the many developments this trend will call forth, employee attrition promises to be of of significance.

Attrition across any level of employees is a cause for probing, if not concern. But at the level of CEO direct reports and up to 4 levels below the CEO position it makes a case for business continuity.

Is succession planning, then, a luxury that only some organizations can hope to have? And if it is something that impacts business and its continuity for an organization, should be left to chance?

A thought for HR folks – should succession planning be an HR prerogative? And if it is not, then why do only the ‘progressive’ organizations (read : with evolved HR practices) seem to talk about succession planning…

-Gauri Deshpande
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1 comment:

  1. SrinivasanFebruary 28, 2010 at 11:42 PM

    Hi Gauri,

    My thoughts having been part of Hi-potential Management with comapany like TCS is this. Succession planning is not only an HR preprogative but an all encompassing and ongoing strategic initiative which aims to build leaders within an oragnisation. The key is not to focus on filling a role for expected attrition but it is more holistic in building leadership competencies to select Hipot group who are ready to take on future eventual challenges which might be 1. Leadership vacancy due to attrition 2. New business launch 3. Expansion to new geography etc.

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