Succession Planning Assignment Paper

What is Succession Planning and how can this process benefit a healthcare organization? Does your institution use Succession Planning? If so briefly describe what this process is like in your organization. How does leadership style impact the Succession Planning process?

For each discussion forum your initial post should be substantial and complete. A “substantial and complete” initial post is one that includes a synthesis of evidence from the literature and contains a real world example. It is a post that is at least 250 words in length, and includes two or more literature references, which are provided at the end of the posting, in which citations are provided in APA format.

Succession Planning

What is Succession Planning and how can this process benefit a healthcare organization?

Succession planning is an organization policy that focuses on sustainability by ensuring that there are properly trained and talented personnel to take over critical positions when they become vacant. Having a succession plan offers a health care organization seven significant benefits. Firstly, it offers an opportunity for timely knowledge transfer. Secondly, it improves the ability of personnel to respond to the changing demands of the workplace. Thirdly, it helps personnel to realize their aspirations and career plans within the organization. Fourthly, it identifying workforce renewal needs of the organization as a means of targeted necessary personnel for development and training. Succession Planning Assignment Paper  Fifthly, it provides stability in leadership and other critical positions within the organization to sustain a high performing health care service and ensure that there is uninterrupted delivery of medical programs and services. Sixthly, it helps with the develop of qualified pools of candidates ready to fill critical positions. Finally, it aligns human resources and strategic goals to enable the right persons in the right place at the right time to achieve the desired results of the organization (Timms, 2016).

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Does your institution use Succession Planning? If so briefly describe what this process is like in your organization.

The institution has a succession plan. The institution’s Human Resource Manager, in consultation with the Chief Executive Office, are responsible for guiding succession planning process by ensuring that a succession plan is developed, communicated and implemented for identified positions. The plan focuses on implementing a framework that identifies the competency needs of critical positions, assessing potential candidates, and developing the required competencies through development initiatives and planned learning. In addition, it builds a human resource program that attracts and retains qualified individuals. Besides that, it identifies and proactively plans for critical positions in the workforce by developing a pool of potential personnel replacements and encouraging an organization culture that supports the development of personnel and transfer of knowledge (Timms, 2016).

How does leadership style impact the Succession Planning process?

Leadership has an impact on succession planning through determining its objectives and guiding principles. In addition, it determines the responsibilities for succession planning in terms of appropriate involvement, providing subject matter expertise and advice, and assisting in developing and executing the succession plan (Timms, 2016).

References

Gordon, P. A., & Over bey, J. A. (Eds.) (2018). Succession Planning: Promoting Organizational Sustainability. Palgrave Macmillan.

Timms, M. (2016). Succession Planning That Works: The Critical Path of Leadership Development. Friesen Press.  Succession Planning Assignment Paper