Essay on Workforce Planning

Previously, the unexpected loss of an experienced leader without a timely replacement was extremely effecting the department. And just as Fibuch & Way (2012) suggested, the best solution to reduce those challenges is to cross-trained qualified employees within the organization for leadership roles. It is important also for organization to recognize and view their existing skill sets in terms of their future operations. Consequently, succession planning should be an essential element of organization's strategic

3. Why is it important for HR management to transform from being primarily administrative and operational to becoming a more strategic contributor?

The problem is Quilcene Fire Rescue does not have any type of succession plan in effect and is ill prepared to deal with the career chief exiting the organization on short notice. There is not a familiar rank structure with qualified individuals holding positions throughout the organization that are available to move up in the organization and occupy the fire chief position. The purpose of this applied research is to identify the mechanisms that would need to be put into place to institute an informal or formal succession plan for Quilcene Fire Rescue.

The professional working in this area of HR ensures that the relationship between an organisation and its staff is

Succession planning can be applied to individual roles and to pools of positions, for which similar skills are required.

HR liaise between management and employees to ensure that policies and procedures are applied fairly and consistently and interaction with the HR department is

Succession planning is critical for any business; therefore, I ensure we have processes in place, I always developed a share data base to ensure knowledge and best practices are transferred and as stated above, a detail development and training plan is provided to high potentials to prepare them to move

3. Critically evaluate how SAS’s have ethically played its role in providing for the needs of its employees and how its human resource strategy policies, and practices affect the company’s ability to attract, develop, and maintain a quality workforce.

Companies should formalize a commitment to diverse succession planning throughout the organization and viewing it as a broad-based strategic imperative instead of solely a human-resources function.

3. I would allow employees to utilize the skills that they have to enhance the changes in the organization.

Succession planning is an area within the City where HR is acting as a strategic partner. Currently, HR is looking at the overall needs of the City and how it will change in the next 5 to 10 due to retirement. HR identifies positions and staff and has made suggestions for training and development. Other positions are being re-evaluated to determine need and future requirements. Decisions such as consolidating roles into one position or splitting one position into two are determined by the suitability of existing candidates. HR evaluates the existing talent and provides strategies to develop it, such as mentoring. HR also has to convince the City to support the expense of cultivating staff rather than hiring staff with those skills already in place. The high costs of recruiting versus the costs of educating and training proven staff with leadership qualities have helped to build and communicate a strong

“Outline the four dimensions of human resource management practices, including specific examples of human resource practices within each area”.

This article shows how most of the companies surveyed are still not satisfied with their succession management strategy plans. There are even a small number of companies that do not have a plan in place. To be successful in implementing a succession management plan, a company should have a pool of members identified for accelerated development. The members of the pool should be clear on their responsibilities and accountabilities. It also indicates that there are phases in which members will join or drop out of the pool due to needs of the company and one’s motivations. Lastly the article seems to also suggest that it is better for promotion within the company as compared to having new hires. The following section will attempt to add onto what the article is attempting to convey.

2. Leadership Style - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 4

The present study aimed at measuring the practice of Succession Planning and its impact on