Linking Succession Planning and Management Activities to Organizational and Human Resource Strategy

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Succession planning and management should be linked to organizational and

human resource strategy. However, achieving those linkages can be difficult.

Exhibit 5-6. An Interview Guide for Determining the Requirements for a

Succession Planning and Management Program

Directions: Use this interview guide to help you formulate the requirements for a

systematic SP&M program for an organization. Arrange to meet with top managers

in your organization. Pose the questions appearing in the left column below. Record

notes in the right column below. Then use the results of the interview as the basis for

preparing a proposal for a systematic SP&M program for the organization. (You

may add questions to the left column, if you wish.)

Questions Notes on Responses

1. What are your thoughts about approaching

succession planning and management in this

organization in a planned way?

2. How should we define key positions in this organization?

3. How should we clarify the requirements to

qualify for key positions? (Some people call

these competencies—characteristics of successful

performers.)

4. How should we assess current individual job

performance?

5. How stable do you believe the current organizational

structure to be? Will it be adequate to

use as the basis for identifying key positions requiring

successors in the future?

(continues)

Exhibit 5-6. (continued)

Questions Notes on Responses

6. How do we determine the qualifications or requirements

(competencies) for each key position

in the future?

7. How do you feel that we can identify individuals

who have the potential to meet the qualifications

for key positions in the future?

8. What do you believe are the essential resources

that must be provided by the organization

in order to accelerate the development of

high-potential employees?

9. How should we keep track of high-potential

employees?

10. What other thoughts do you have about the

essential requirements for an effective succession

planning and management program in

this organization? Why do you believe they are

essential?