Succession Planning Analysis Paper
SUCCESSION PLANNING:
AN ANALYSIS OF THE MICHIGAN DEPARTMENT OF STATE
Table of Contents
Introduction 1
Background of the Problem 1
Present Awareness of the Need for Succession Planning 2
Focus of the Analysis 3
Application of Significant Personnel Management Concepts 5 Globalization 5 Communication 5 Empowerment and Team Building 6 Motivation & Behavior Modification through Performance Management 7
Recommendations 9
Conclusion 10
Introduction Planning for the future is necessary to keep an organization moving forward, yet the task of investing resources in creating ideas and plans is often delayed by a lack of resources and the need for attention to current projects and day-to-day business activities. …show more content…
Transition between administrations creates a demand for effective lateral communication with a new administration leader and his or her team to ensure that operations are not disrupted. Barriers often arise because the new Secretary of State is often affiliated with another political party and may have been an opponent to the new Secretary of State in the recent election. Political disagreements may create challenges with communications about the future of the Department. Downward and upward communication is also important between employees and management in a time of change to reduce problems associated with uncertainty. With regard to succession planning, the failure to communicate well can cause role conflict or role ambiguity, and in return, management cannot effectively plan for the future. Not only is the identification of specific jobs critical to employee succession planning, but also the identification of employees that will grow into these roles.
Empowerment and Team
AN ANALYSIS OF THE MICHIGAN DEPARTMENT OF STATE
Table of Contents
Introduction 1
Background of the Problem 1
Present Awareness of the Need for Succession Planning 2
Focus of the Analysis 3
Application of Significant Personnel Management Concepts 5 Globalization 5 Communication 5 Empowerment and Team Building 6 Motivation & Behavior Modification through Performance Management 7
Recommendations 9
Conclusion 10
Introduction Planning for the future is necessary to keep an organization moving forward, yet the task of investing resources in creating ideas and plans is often delayed by a lack of resources and the need for attention to current projects and day-to-day business activities. …show more content…
Transition between administrations creates a demand for effective lateral communication with a new administration leader and his or her team to ensure that operations are not disrupted. Barriers often arise because the new Secretary of State is often affiliated with another political party and may have been an opponent to the new Secretary of State in the recent election. Political disagreements may create challenges with communications about the future of the Department. Downward and upward communication is also important between employees and management in a time of change to reduce problems associated with uncertainty. With regard to succession planning, the failure to communicate well can cause role conflict or role ambiguity, and in return, management cannot effectively plan for the future. Not only is the identification of specific jobs critical to employee succession planning, but also the identification of employees that will grow into these roles.
Empowerment and Team