|
|
 |
|
Viewing report
|
|
|
|
Improving Succession Plans: Harnessing the Power of Learning and Development
ASTD - American Society for Training and Development, March 2010, Pages: 77
Improving Succession Plans: Harnessing the Power of Learning and Development
Having the right people, with the right skills, in the right positions is paramount to sustaining an organization’s growth and success. ASTD’s Improving Succession Plans report explores the business case for succession planning and breaks down how companies are executing it, from who is involved and who ought to be involved to how organizations decide on candidates to fill the succession pipeline.
Despite the important connection between succession planning and business success, most companies admit their succession planning efforts have significant room for improvement. This report is a powerful tool for implementing meaningful change within organizations: the analysis of this research leads to recommendations on the creation of metrics, candidate selection, and key practices to cope with barriers to effective plans that business leaders and learning executives will find especially useful.
If organizations are to achieve their business goals and attain lasting success, they need qualified, capable leaders at the helm—now and in the future. To ensure a full pipeline of candidates who are trained and ready to assume leadership positions, companies must have an effective succession process in place. However, the ASTD/i4cp Improving Succession Plans Survey found that a mere 14 percent of respondents describe their succession planning efforts as effective to a high or very high extent. Most admitted their level of success was moderate or less. Clearly, a wealth of opportunity exists for most organizations to improve results when it comes to identifying and developing leadership talent.
For the purpose of this study, Improving Succession Plans: Harnessing the Power of Learning and Development (i.e., the Study), succession planning is viewed as the process organizations use to identify the key positions, candidates, and employees needed to meet both the short- and long-term challenges inherent in conducting operations. The process also encompasses companies’ efforts to develop and advance selected employees in the succession pipeline.
Product samples
A sample for this product is available. Please Login/Register to download this sample.
|
|
|
|
