Career Development And Performance Of Succession Planning Essay

1650 Words7 Pages
Career Development and Performance Succession planning selects and develops future company leaders, but it is also an important opportunity an organization can use to develop employees for non-management roles. Succession planning concentrates on high-potential employees that the organization considers promising for higher-level manager positions (Noe, 2016). Succession planning should be combined with talent reviews to help employees understand their current skills and abilities and the skills and abilities needed for their future career. Succession planning educates employees about the competencies required for different jobs in the organization. This is vital because employees can use this knowledge to create short-term and long-term goals. Management should be conducting talent reviews and succession planning with employees so they can develop goals and strategies to meet these goals (Argosy University Online, 2016). The pros of succession planning are the strengthening of internal talent and increased employee retention and loyalty (Argosy University Online, 2016). Other benefits are the improvement of career mobility and engagement from using the existing workforce, and a company can save money from promoting from within (Hills, 2009). Some cons of succession planning are that a lot of companies are not good at it, and many senior-level managers are dissatisfied with it. It fails as a development tool if the candidates being developed do not have leadership
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