Advantages & Disadvantages of Succession
3OVERVIEW OF HUMAN RESOURCE /MANPOWER PLANNING
Manpower planning is the first step towards manpower management. It refers to the process of using available assets for the implementation of the business plans. It also involves the process of coordinating and controlling various activities in the organization. An effective manpower planning requires a careful assessment of the future needs of the organization. It involves the development of strategies to match the requirement of employees and availability of positions at a regional as well as a national level. Those in charge of manpower planning need to have a foresight about the business plans. They need to plan the activities for achieving business growth. They are required to estimate the business needs of the organization and plan for the resources needed to realize the business goals.
Succession planning is the systematic process of defining future management requirements and identifying candidates who best meet those requirements. Succession planning involves using the supply of labour within the organization for future staffing needs. With succession planning, the skills and abilities of current employees are assessed to see which future positions they may take within the organization when other employees leave their positions number of key issues that need to be considered:
• The succession planning program must have the support and backing of the company 's senior level management
• Succession planning must be part of an integrated HR process that includes training, development and performance appraisal
• Identify what skills the organization will need in 5, 10 or 15 years
• Critical positions must be identified and included in the Company 's succession planning program
• Identify high-performers that are almost ready to step into those critical positions
• Analyze the workforce and identify who will be eligible for retirement within the next five years
• Managers need to identify the
Manpower planning is the first step towards manpower management. It refers to the process of using available assets for the implementation of the business plans. It also involves the process of coordinating and controlling various activities in the organization. An effective manpower planning requires a careful assessment of the future needs of the organization. It involves the development of strategies to match the requirement of employees and availability of positions at a regional as well as a national level. Those in charge of manpower planning need to have a foresight about the business plans. They need to plan the activities for achieving business growth. They are required to estimate the business needs of the organization and plan for the resources needed to realize the business goals.
Succession planning is the systematic process of defining future management requirements and identifying candidates who best meet those requirements. Succession planning involves using the supply of labour within the organization for future staffing needs. With succession planning, the skills and abilities of current employees are assessed to see which future positions they may take within the organization when other employees leave their positions number of key issues that need to be considered:
• The succession planning program must have the support and backing of the company 's senior level management
• Succession planning must be part of an integrated HR process that includes training, development and performance appraisal
• Identify what skills the organization will need in 5, 10 or 15 years
• Critical positions must be identified and included in the Company 's succession planning program
• Identify high-performers that are almost ready to step into those critical positions
• Analyze the workforce and identify who will be eligible for retirement within the next five years
• Managers need to identify the