Sequence planning is a systematic procedure where directors identify. buttocks and develop their staff to do certain they are ready to presume cardinal functions within the company.enables the organisation to place gifted employees and supply instruction to develop them for future higher degree and broader duties.
helps organisation physique bench strength. helps the organisation to make up one's mind where people belong to the organisation and fit them with necessary accomplishments and cognition. For any organisation to last. it must hold sequence planning so that it can confront new challenges in the concern universe.
Harmonizing to ( G. A. Cole1996 ) ” . planning is a cardinal facet of the direction procedure.
fundamentally it is a determination doing procedure by which an organisation decides what it wants to accomplish. how it intends to accomplish it. and in what mode. It is therefore concerned with terminals. agencies and behavior. Planning is a major constituent of the direction procedure which is concerned with specifying terminals.
agencies and behavior at every degree of organisations life” . It is an activity which begins to sing. or redefining. the purposes and aims of the organisation.
or a unit within it. This activity in itself requires organisation. and their sub-units. to do a thorough appraisal of their external environment and their internal construction.
procedure and resources.Planning is besides taking stairss to hold on the agencies by which purposes and aims will be fulfilled. This is much concerned with determination devising processes as with the proviso of resources and allotment of clip agendas. Part of the program is concerned with the mode in which programs will be carried out. Having this procedure in topographic point is of import to the success of the organisation because the employees identified in the program will finally be responsible for guaranting the company is able to manage future challenges. These high potency campaigners must be carefully selected and so provided with preparation and development that gives them accomplishments and competences needed for tomorrow’s concern environment.
Another ground is. these high potency employees will one twenty-four hours go the directors of the Company ; this is why their development needs to include a wide scope of larning chances in your organisation. The persons should besides be exposed to as much of the working environment as possible so that they gain a good apprehension of what the company requires to stay successful in the concern market.“Succession planning is one of those enterprises that many companies do non happen the clip to get down until it’s excessively tardily. If sequence planning is non addressed now an organisation may stop up confronting the load in the center of a crisis.
Last but non least organisations that understand the demand to pull off the development of its high performing artists are a measure in front of their rivals. The attempt required to set up a development plan for future leaders is worthwhile because it creates a motivated and capable group of employees that are ready to travel frontward in the organisation when the demand arises” . ( htt//www. humanresoures.
about. com )It is clear that sequence planning and development of future leaders does non be in its ain but needs to reflect the company’s strategic aims and strategic ends. For any organisation to implement an effectual sequence program. there are a figure of cardinal issues that need to be considered: sequence be aftering plan must hold the support and backup of the company’s senior degree direction.
so that it can be implemented without much troubles which will originate from employees. like those who may reason that they were non involved.To do it work it must acquire entire committedness from its employees. Proper planning must be portion of an incorporate human resource procedure that includes preparation.
development and public presentation assessment. which should be done harmonizing the process of human resource section to avoid defeat from other sections and employees.Harmonizing to ( Shaw. J 1973 ) “Employees must be trained every clip. development and public presentation assessment should be done on a regular basis.
to give employees morale of confronting new challenges in an organisation. An organisation must place which skills the organisation will necessitate in 2. 5 or 12 old ages to come so that employees and equipments are put in topographic point if an organisation may desire to be operating in future. since organisation operate in dynamic universe which changes from clip to clip ” .
Critical places must be identified and included in the company’s sequence be aftering plan so that proper mechanism should be looked to work on clip. to avoid failure of the system. This can include capital fund to travel from one pro gm to another which will be complicated and will necessitate members to be trained. analyse the work force and identify who will be eligible for retirement within the following 3 old ages. to hold person to replace him/her so that an organisation can go on in operation without break.
Before directors go for retirement. they should first place their duties. accomplishments and competences that will be needed by their replacings. which means a director should hold an helper who can make his work when he is non at that place for better replacing in instance of directors go for leave. Harmonizing to the ( KASNEB intelligence line Jan-mar2004 ) “A systematic attack for placing. nominating and choosing possible replacements.
background information should obtained.The preparation and development demands of possible replacements needs to be determined ; the accomplishments of possible replacements must be developed through work experiences. occupation rotary motion. undertakings and other disputing assignments.
Sequence planning must include. a system for supplying feedback and encouragement to possible replacements. Succession planning is fundamentally a Numberss game that requires good organisational accomplishments and the ability to pay attending to inside informations. ”Finally. the sequence program must belong to the organisation and non to the human resources section in order to do certain it has the attending it deserves.
and is non something a well-run company can disregard because the effects of non being prepared to replace cardinal forces will hold a major impact on an organization’s ability to accomplish its ends and strategic marks.Sequence be aftering procedure demands to be considered as portion of the company’s strategic planning procedure because it deals with projecting future alterations by expecting direction vacancies and so finding how to run into these challenges in its simplest signifier. Proper planning is nil more than acquiring directors in a company to utilize a systemic procedure to find the current preparation and development demands of their subsidiaries.Of class. there are besides a figure of booby traps you need to be cognizant of sing sequence planning concentrating merely on the proficient competencies’ and neglecting to see the team-building and leading development demands.
underestimating people within the organisation or overlooking employees that do non look to suit the company templet. implementing a plan that is designed for upward mobility merely sidelong sequence moves should besides be included in the program. neglecting to offer the appropriate preparation and developmental chances. making a development plan that lone offers generic leading preparation plans. and the two biggest mistakes made sing sequence planning attempts: non keeping directors & A ; leaders accountable for sequence planning.
non sharing the information with employees – you run the hazard of losing assuring employees if they don’t experience the company has a program for their development.In decision. sequence planning is non merely concerned with upward sequence ; sidelong assignments may besides be used because there are fewer chances as an organisation advancement upward.Mention:1 ) G. A. Cole.
Management Theory and Practice 5ed ( 1996 )2 ) Shaw. J Office Management ( be aftering ) 5ed ( 1973 )3 ) htt//www. humanresoures. about. com4 ) News line KASNEB Jan-Mar2004
