An Organizational Succession Plan

The Importance of Succession Planning

The authors’ assertion that succession planning is crucial for hiring and fostering employee growth to fill organizational responsibilities is one with which I wholeheartedly concur. Because the planning ensures an organization has the necessary employees to perform at optimal efficiency, the absence of a succession plan typically suggests that the firms would either suffer lost leadership or superfluous workers (Gale, 2013). (Butler & Roche-Tarry, 2002). The importance of having such a plan in the company is highlighted by the authors’ usage of John Bello’s case as an example. As it turned out, John was unable to exert any control over the newly acquired Pepsi product line since a committee oversaw his old company. This reality signifies his lack of planning for business aftermaths or icebergs (Small Business for the 21st Century, 2014, p. 4).

TPX Enterprises Succession Plan

This succession plan is for TPX Enterprises in the case of an iceberg or disaster. Before the inception of the plan, the management will outline the human resource details of the entire organization from top to bottom. During the appraisal, they will identify the competencies associated with the leadership needs and industry standards of the business. The assessment will determine the capacity of the staff’s current abilities and skills, after 24 months, 60 months, and 8-10 years. This evaluation will determine how the employees match up to the organization needs. From the outcomes, TPX Enterprises will introduce training, coaching, mentoring and recruitments that match the current personnel requirements and future needs. From these tactics, the institution will know whom to pick in case of acquisitions, natural disasters, unexpected employee loss, or any other business eventuality.

References

Butler, K., & Roche-Tarry, D.E. (2002). Succession planning: Putting an organization’s knowledge to work. Nature Biotechnology, 20, 201-202.

Gale, S.F. (2013). Succession planning roadmap. Workforce. Accessed on February 20, 2017, from http://www.workforce.com/2013/03/11/succession-planning-roadmap/

Small Business for the 21st Century (2014). Washington, D.C.: The Saylor Foundation.