Lýsing:
The fast and easy way to get a handle on business succession planning While the demand for effective managers continues to grow, the retirement of baby boomers is producing a sharp decline in the ranks of available management personnel. In addition, the executives of the future are expected to be more sophisticated in order to develop and lead new global and technological initiatives. For these reasons, strategic and often long-sighted succession planning for the eventual replacement of managers at all levels has reached a critical level.
Business Succession Planning For Dummies aids managers, human resource professionals, and upper management in cultivating and retaining their existing employees to ensure the availability and capability of persons to assume leadership roles in the future. In plain English, it prepares business owners to ask the difficult questions when it comes to developing a working succession plan for their businesses key positions.
This book also offers information on how to retain and train personnel within an organization so that a more seamless transition can be made when a senior leader or other important personnel retires or leaves the organization. How to retain and train personnel for a more seamless transition Easy-to-follow guidance on developing a working succession plan Tips to create a plan to save time, money, knowledge, and clients by hiring from within If you're a manager or human resources professional looking to develop a working succession plan, this hands-on, friendly guide has you covered.
Annað
- Höfundur: Arnold Dahlke
- Útgáfa:1
- Útgáfudagur: 2012-03-07
- Hægt að prenta út 10 bls.
- Hægt að afrita 2 bls.
- Format:Page Fidelity
- ISBN 13: 9781118223468
- Print ISBN: 9781118095140
- ISBN 10: 1118223462
Efnisyfirlit
- Contents at a Glance
- Table of Contents
- Introduction
- About This Book
- Conventions Used in This Book
- Foolish Assumptions
- How This Book Is Organized
- Icons Used in This Book
- Where to Go from Here
- Part I: What Is a Succession Plan, and Why Do You Need One?
- Chapter 1: Sowing the Seeds for Long-Term Success
- Why You Need Succession Planning
- What Makes a Succession Plan Successful
- How to Establish Your Succession Plan
- Chapter 2: Why Succession Planning Matters
- Ensuring the Continuation of Competent Leadership
- Retaining Highly Competent Employees
- Keeping Up with 21st-Century Trends
- Recognizing the Consequences of Not Having a Succession Plan
- Chapter 3: Pinpointing the Right Type of Plan for Your Organization
- Expecting the Unexpected
- Laying the Groundwork for Planned Transitions
- Strategically Mapping Your Organization’s Future
- Chapter 1: Sowing the Seeds for Long-Term Success
- Chapter 4: Preparing the Plan: Six Steps to Success(ion)
- Step 1: Figuring Out What Type of Plan You Need
- Step 2: Forming Your Planning Team
- Step 3: Determining What Factors Will Influence Your Plan
- Step 4: Linking Your Succession Plan to Your Strategic Plan
- Step 5: Identifying Potential Candidate Sources
- Step 6: Putting It All Together
- Now What?
- Chapter 5: Implementing the Plan
- Collecting Baseline Data
- Starting Off on the Right Foot
- Garnering Broad Support for Your Plan
- Meeting Challenges Head On
- Learning from Your Mistakes
- Chapter 6: Evaluating the Plan’s Implementation
- Phase 1: Identifying the Criteria for Measuring Success
- Phase 2: Determining the Types of Data You Need
- Phase 3: Monitoring Your Plan and Collecting Data
- Phase 4: Sifting Through the Data
- Phase 5: Making Recommendations
- Chapter 7: Overcoming Obstacles in Implementing Your Plan
- Anticipating Obstacles and Preparing to Deal with Them
- Pushing Past Planning Obstacles
- Jumping the Obstacles People Put Up
- Solving Process Problems
- Staying on Task
- Chapter 8: Covering Key Positions in Your Succession Plan
- Leadership Positions: Where You Lead, I Will Follow
- Looking Ahead: Fine-Tuning Your Plan for the Future
- Making Sure Your Plan Meets Your Organization’s Unique Needs
- Chapter 9: Figuring Out What You Need in a Successor
- What Are We Really Talking About When We Talk About Competencies?
- Assessing Current Competencies
- Looking At Competencies for Key Positions
- Determining Future Competencies
- Chapter 10: Identifying and Developing Successors within Your Organization
- Creating a Competency Culture
- Developing Current Employees’ Competencies
- Reinforcing Your Competency Culture
- Chapter 11: Aiming for a Smooth Transition
- Making a New Hire Feel at Home
- Handling Successions in Specific Types of Organizations
- Dealing with Internal Dynamics
- Chapter 12: Making Great Exits
- Before the Exit
- During the Exit
- After the Exit
- Expecting the Unexpected
- Chapter 13: Maintaining Your Plan in Today’s Changing Workplace
- Three Key Trends in Today’s Workplace
- The Impact of the Key Trends
- Modifying Your Succession Plan to Adjust to the Key Trends
- Chapter 14: Ten Mistakes That Sabotage Succession Plans
- Not Making Succession Planning a Priority
- Not Developing a Full Plan
- Not Aligning Your Plan to the Marketplace
- Not Considering the Changing Composition of the Workforce
- Not Getting Support from the Top
- Not Effectively Communicating Your Plan
- Not Getting Organizational Support
- Not Using Social Media Effectively
- Not Effectively Monitoring Your Plan
- Not Providing Enough Support for the Successor
- Chapter 15: Ten Ways to Keep Your Succession Plan Alive
- Build a Competency Culture
- Construct an All-Inclusive Succession Plan
- Involve Managers in the Planning Process and Get Their Support
- Link Your Succession Plan Directly to Your Strategic Plan
- Link Your Succession Plan to Your Mission Statement
- Turn Your Succession Plan into an Ongoing Process
- Plan to Change
- Emphasize the Development of Internal Candidates
- Build and Maintain an External Network of Successor Candidates
- Continually Monitor and Adjust Your Plan Where Needed
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- Gerð : 208
- Höfundur : 10642
- Útgáfuár : 2012
- Leyfi : 379