succession planning
preparing single, designated successor
career planning
preparing several candidates for single position
All
All/Some
... [Show More] companies should partake in succession planning
CEO & management
positions that use succession planning
1) set succession plan development in motion & direct governing body/board until plan operational
2) provides input on CEO selection
roles of CEO for succession planning
1) works with CEO, but has final accountability
2) actually selects new CEO
roles of board of directors for succession planning
internal hires
traditionally done by for-profit sector selection b/c maintains financial stability
external hires
hiring someone from outside organization; maintaining financial stability difficult (6-12 months to regain)
lead time
begin 4-5 yrs before CEO expected to step down; begin w/in 1 yr of hiring new CEO
saves money, maintains leadership continuity
pros for lead time
loses money; takes 6-12 months for finances to regain
cons for not doing lead time
search firms = 40% annual salary
cost of recruiting
1) negligent hiring can lead to defamation
2) unemployment costs
cost of employee turnover
1) provides HR with approved personnel req (replacement)
2) provides HR with accurate job description
-- (HR gets candidates)
3) select candidates from those provided by HR
4) interviews
-- HR offers job
manager role in soliciting candidates, interviewing, & hiring employees
best done through single HR
how best to check references
done by facts & from file; specific #
how best to share information with other employers
strictly from file; specific # instances; centrally addressed (same person/dept)
how best to record request
interview best prospects; 2-5 applicants; person primarily/directly supervise serve as primary interviewer & make hiring choice
how best to conduct interview
print & media advertising
networking
job fairs
recruiting trips
search firms
recruiting in high employment
(sellers market)
internships
moving expenses
assist spouses in finding employment
signing bonuses
finders fee/bounty = employee referral program
pay off student loans
recruiting in low employment
spoils system = officials aware friends with government jobs
history of civil service system (CSS)
CSS hiring
civil service examination = top 3
CSS firing
layoffs - involuntary separation b/c of lack of funding, lack of work, or job abolishment; done with retention formula (seniority & performance eval)
CSS advancement
post new positions internally 1st
CSS discipline
oral & written most common; more severe = reduction in position, suspension, reduction in pay, or removal; main causes = incompetence, inefficiency, dishonesty, drunk, immoral conduct, insubordination, discourteous treatment in public, neglect of duty
1) slow processes
2) position & classification system (positions, not people, are classified)
3) civil service exam
how CSS different from private business
legal questions for interview
1) are you 18 y/o
2) any medical/physical/mental impairment might interfere with ability to perform specified job duties
3) have worked for organization under different name
4) place of residence & how long been there
5) citizen of US & whether intend to become citizen
6) speak fluently & write in foreign language
7) ask about academic, vocational, or professional education & public/private schools attended
8) experience
9) names of relatives already employed with organization
10) military experience
11) if ever convicted of crime
illegal questions for interview
1) race, color, religion, creed, national origin, sex, marital status, birth control practices
2) nature of disability
3) place of birth of applicant or their family
4) picture requirement
5) ask if parents or spouse US citizen
6) native language or how learned foreign language
7) emergency contact
8) military discharge
9) if ever arrested
10) list of clubs
discharge
disciplinary action
dismissal
layoff or couldn't perform job
1) focus on experience
2) ignore when forbidden info volunteered (write notes in file after interview)
interview best conducted by manager:
1) acquisition
2) development
3) engagement
4) retention
Talent Management (TM)
acquisition
recruitment; how & who; strategic plan (vision), resource allocation (staffing), recruiting (sourcing = internal/external), employer branding ("employer of choice"), data capture & analysis (monitoring & improvement)
Employee Value Proposition (EVP)
part of internal sourcing
development
talent development & education; personal development (10% lecture, 90& immediate application), ADDIE model
Analysis (of needs)
Design
Development
Implementation
Evaluation
ADDIE model
1) self-directed
2) instructor-led
3) on the job training (ojt)
4) blended learning
development delivery methods
1) delivery methods
2) career development
development (2) [Show Less]