Workforce Succession Planning

Paper Summary:

In this article, the writer notes that due to the high level of competitive rivalry in the current business environment, businesses are focusing increasingly on building a competitive advantage that is sustainable. For this reason the development of human capital is a critical success factor. The writer maintains that in this respect, workforce succession planning is a crucial consideration. The writer discusses that in order to conduct this process effectively, the top management must build an infrastructure which enables HR managers and line managers to coordinate their activities to create an efficient structure for workforce succession planning. The writer concludes that the process of workforce succession planning goes to the very heart of building organizational capabilities that enhance the effectiveness of corporate strategies in the long term.

From the Paper:

"Workforce succession planning is the process of developing future leaders. This process is a critical success factor in any organization because of the fast paced change in most industries. As a result organizations have to maintain a constant process of identifying future needs and developing human capital that can cope accordingly. Workforce succession planning enables the management to integrate HR functions into the rest of the organization. This is because the process of workforce succession planning provides an interface between HR managers and line managers. Managers from both functions have to coordinate their activities in building an efficient structure for workforce succession planning. This is because there is a symbiotic relationship between workforce succession planning and implementation of corporate strategy. Unless human resource requirements can be met in the long term, the management is not in a position to devise long-term corporate strategy. As a result, workforce succession planning must be conducted on a continuing basis."

Sample of Sources Used:

• Aaker, David A. (2004). Strategic Market Management. McGraw Hill/Irwin.
• Armstrong, Michael. (2005). Strategic Human Resource Management. Prentice Hall.
• Dess, Gregory G., et al. (2007). Strategic Management: Creating Competitive Advantage. McGraw Hill/Irwin.
• Fred, David. (2006). Strategic Management: Concepts and Cases. Prentice Hall.
• Hill, Charles., and Gareth Jones. (2007). Strategic Management Theory: An Integrated Approach. McGraw Hill/Irwin.

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