The paper "Succession Planning and Human Resources Theory" is a good example of human resources coursework. Human resource management is a planned objective by the organization’ s management to manage the people who are working there in order to fulfill its set goals and objectives. The purpose is to ensure the organization succeeds in all set goals and achieve its target by utilizing one of their assets, the people. (Armstrong M, 2003). Once these people get recruited to the office, it reaches a time to go. Their exit may be warranted by either death, retirement or someone may resign which results in a vacant to be filled immediately, hence a succession plan has to be in place to cater to such emergency exit. Succession planning is a practice developed by the organization’ s management in ensuring the employees who are capable of handling tasks are retained to the job as well as having a well-structured policy to replace those who are leaving through retirement, death or resignation.
It is built on managing the skills of the personnel career development and how the exit and entry of the employees is handled and managed without affecting the companies operations and ensures qualified personnel are capable of taking over the vacancy as it arises. The succession plan has changed in the 21st century due to high complexities in the business operations and market competitions where the organization has to retain the most talented and efficient cadres in order to be able to compete in the market.
The plan not only is applied to the management of organization personnel but even in the political succession. People prepare themselves for the office in case the head of state approaches retirement.
Due to changing organization needs and business complexities, succession planning may be difficult and at times very challenging to the management if an emergency vacancy arises without an immediate replacement. Ideally, succession planning becomes necessary especially to the management for efficient and effective operations and ensuring growth trend has to be maintained. It has been argued that those managers who are promoted within the organization upwards do better than those sourced from outside. (Regent recruitment Newsletter, vol. 16) It ensures business does not stop operating once the employee leaves the offices there is an immediate replacement.
This improves the morale of staff since they know once a vacancy arises they will be given the first priority to fill the gap. Where proper succession plan exists employees also benefit through job training in order to prepare for any vacancy arising from within hence promotes the sustainability to the organization. Employees also are motivated when the contemporary strategy is taken by the organization to prepare them to grow in career development. It makes employers have faith in the organization. External sourcing may be costly especially when the organizations go for well talented and most qualified personnel, it is worth having a succession plan to identify the most talented staff and ensure they are well-trained take over the job immediately. The career development system influences succession planning.
A great deal of assessment is made to ensure the right person to fill future vacancies. This is done by carrying out audits which provide data in a register basis to determine the right staff for the top job.