It is important that healthcare organizations train and mentor potential successors for critical positions.
One way organizations do that is through succession planning.
For this assignment, address the following:
Define succession planning, and explain its importance to organizational vitality.
Discuss the succession planning process.
Succession planning is the process of identifying, preparing, and developing both internal and external candidates to prepare them for their new roles in an organization.
It is important that the organization has a succession plan to ensure that the position will be filled and to ensure organizational vitality.
Succession planning is the process of identifying, preparing, and developing both internal and external candidates to prepare them for their new roles in an organization.
It is important that the organization has a succession plan to ensure that the position will be filled and to ensure organizational vitality.
Succession planning involves four basic steps:
- Identify your internal and external candidates
- Prepare each individual by developing the skills or abilities needed for success at this level (including training)
- Develop them into leaders capable of leading others toward success
The succession planning process involves identifying, preparing, and developing both internal and external candidates to prepare them for their new roles in an organization.
This can be done through a career review.
A career review focuses on the potential candidate’s strengths, weaknesses, values, and preferences.
This information will help determine if that person is prepared for future advancement.
Succession planning is important because it ensures that an organization has a plan to fill a position when someone leaves or retires from it.
The next step in the succession plan process is mentoring/coaching.
Mentoring/coaching involves creating a relationship where the candidate can gain insight from their superior.
The superior will share their experiences with their candidate and will provide guidance throughout the training process.
Mentors are senior employees who have been trained on how to mentor others, typically through one-on-one coaching sessions or group meetings (such as team meetings).
The last step in the succession plan process is training. Training provides employees with the skills they need to adequately fill a new position.
They may have formal learning activities, such as workshops or seminars, but they may also provide on-the-job training.
Training can be done in a formal or informal way and it can take place onsite or via distance learning technologies such as webinars, podcasts, and videos.
Formal training courses are often taught by experts from outside your company who teach you about your job function within an industry context (e.g., marketing).
Informal learning opportunities include working closely with colleagues who already have experience performing similar tasks so that you gain hands-on experience with these duties before taking over full responsibility for them yourself later down the road when it’s more appropriate for your skill set level at this particular moment in time.”
Succession planning is an important process that ensures that the organization has a succession plan in place.
Succession planning requires the organization to identify potential successors, they may have formal learning activities such as workshops or seminars, but they may also provide on-the-job training.
References
Springer International Publishing. (2018). Succession planning promoting organizational sustainability (1st edition 2018). Retrieved October 13 2022 from https://doi.org/10.1007/978-3-319-72532-1.
Throne R. (2022). Social justice research methods for doctoral research. Information Science Reference an imprint of IGI Global. Retrieved October 13 2022 from https://ebookcentral.proquest.com/lib/ualberta/detail.action?docID=6812047.