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Succession Management

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1. Outline the major benefits of implementing a succession management process.
Succession management programs are used to identify individual employees who have the skill and ability to assume fundamental roles within the employing organization and prepare them for positions if and when they become available, do to uncontrollable situations (1). Otherwise a succession management program can ensure a smooth transition of power under normal circumstances (4).
A succession management program can identify and replace a vital member of an organization quickly and effectively. Without a succession management program in effect, it can take anywhere between 6 months to 2 years to replace a key employee and therefor decrease the operating performance of the company producing a negative effect on the organization for years following the replacement. Here are a few reasons why an organization should ensure they have a succession management program in effect as outlined in course text (2):
1. Provide increased opportunities for high-potential workers.
2. Identify replacement needs as a means of targeting necessary training, employee education, and employee development.
3. Increase the talent pool of promotable employees.
4. Contribute to implementing the organization’s strategic business plans.
5. Help individuals realize their career plans within the organization.
6. Tap the potential for intellectual capital in the organization.
7. Encourage the advancement of diverse groups.
8. Improve employees’ ability to respond to the changing environmental demands.
9. Improve employee morale.
10. Cope with the effects of voluntary separation programs.
11. Decide which workers can be terminated without damage to the organization.
12. Cope with the effects of downsizing.
13. Reduce headcount to essential workers

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