Organizations are fast approaching a knowledge crisis as the largest segment of our current workforce, the boomers, is beginning to retire. In addition, organizations will have a limited number of potential hires due to the smaller number of workers replacing the boomers.
Succession planning can assist organizations and managers by preparing staff to step into positions and develop skills needed to carry on the mission of the organization. In addition, succession planning also provides a tremendous opportunity to develop staff in a very purposeful way and use that development as a retention tool.
A succession planning model can be implemented organization wide or in a department. The basic steps involve the following:
Knowledge Transfer (KT) is an excellent tool to use in succession plans and assures that critical processes continue without interruption when the incumbent leaves. HRD staff should work with managers to determine what will be shared, with whom it will be shared and how it will be shared. There are many different KT techniques that can be used such as best practice meetings, documenting processes, job aids, etc.
Succession Planning PowerPoint Presentation
copyright 2006
National Association for Government Training & Development
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