附註:TITLE -- COPYRIGHT -- ABOUT THE AUTHOR -- Dedication -- CONTENTS -- SECTION 1 Succession Planning: An Overview -- THE TRUE MEANING OF SUCCESSION PLANNING -- Recognizing Key People -- JUST-IN-CASE STUDIES: WHAT WOULD YOUR COMPANY DO? -- THE IMPORTANCE OF A SOLID PLAN -- REASONS FOR A SUCCESSION PLAN -- #1. Identifying Highly Talented Individuals -- #2. Promoting Employee Development -- #3. Refining Corporate Planning -- #4. Establishing the Talent Pool -- HOW RESTRUCTURING AFFECTS SUCCESSION PLANNING -- OTHER FACTORS AFFECTING SUCCESSION PLANNING?
The Common Problem AreasYOU BE THE JUDGE -- What�s Wrong with This Picture? -- SETTING THE STAGE -- CHOOSING YOUR APPROACH -- SUCCESSION PLANNING VERSUS REPLACEMENT PLANNING -- SECTION 2 Establishing a Need for Succession Planning -- PRESENTING A CASE FOR CHANGE -- UNCOVERING PROBLEMS -- Formulate Your Questions -- DEFINING YOUR NEEDS -- CONNECTING THE STRATEGIES -- Defining Strategy -- FINDING OUT WHERE YOU STAND: BENCHMARKING -- MORE TOPICS TO CONSIDER -- PROPOSING A VISION FOR CHANGE -- Your Guiding Light -- GETTING COMMITMENT
SECTION 3 Defining Responsibilities to the ProgramDEFINING RESPONSIBILITIES AND FUNCTIONS -- DEFINE RESPONSIBILITIES -- #1: Develop the Mission -- Where to Start -- Answer and Discuss -- #2. Write the Policy -- #3: Incorporate Plan Procedures -- #4: Define Target Positions -- #5: Define Additional Succession Positions -- #6: Prioritize Program Activities -- Suggested Activities -- DEVELOP A STRATEGIC ACTION PLAN -- COMMUNICATING THE PROCESS -- Joining Forces -- Off and Running -- COMMUNICATION THROUGH TRAINING -- SECTION 4 Identifying Key Positions
IDENTIFYING KEY LEADERSHIP POSITIONSWhat Are Key Positions? -- IDENTIFYING KEY POSITION CRITERIA -- POSITION ANALYSIS -- Define the Dimensions -- DETERMINING ESSENTIAL CHARACTER QUALITIES -- The Circle of Leadership -- EVALUATING INDIVIDUAL PERFORMANCE -- The Connection -- EVALUATING TEAM PERFORMANCE -- SECTION 5 Forecasting Future Needs -- PREDICTING FUTURE NEEDS -- POSITIONING THE JOBS -- SELECTING YOUR DREAM TEAM -- ASSESSING INDIVIDUAL POTENTIAL -- EVALUATING INDIVIDUALS FOR FUTURE OPPORTUNITIES -- The Feedback Process
SECTION 6 Assessing Your Organization�s ClimateCREATING A CLIMATE FOR LEADERS -- Dimensions of Climate -- Action Dimension -- Functional Dimension -- PRESENTING A VISION OF LEADERSHIP -- Maximizing Management -- Development Guidelines -- NURTURING TALENT -- PROVIDING THE RIGHT TOOLS -- SUPPORTING LONG-TERM COACHING -- LEARNING TO FLY -- Continuous Improvement -- IMPROVING WITH TEAMS -- SECTION 7 Promoting Employees: The Search From Within -- FINDING THE STRENGTH FROM WITHIN -- TRACKING POTENTIAL SUCCESSORS -- REFINING YOUR INTERNAL PROMOTION POLICY
摘要:Read and learn the difference between replacement planning and succession planning, how to develop a succession plan for each work group, why key positions may not be obvious and may not always be at the top, and how to evaluate individuals for future opportunities.
