Labour Bulletin | 24 March, 2011 | Hot Topics:
It’s exam time for me again, so I can’t seem to avoid applying what I’m learning at the time to every aspect of my life. A bit frustrating for family and friends, but I’m sure my manager and the “big boss” are happy, as that’s the point of the course.
The point of this little story is that I’m studying organisational design and development, which is all about aligning resources in the most effective way possible.
This is great and relatively straightforward if you’ve got fantastic employees who are just right for all aspects of the job and will stick around forever! Unfortunately, as I’m sure you’re aware, this isn’t the case in today’s environment. Your good employees will eventually leave. And it’s up to you to make sure the next good employee is ready to step into his rather large shoes.
Succession planning is key
Apply succession planning in these four core areas of your business
1. Leadership positions
2. Operational positions
3 Critical and scarce skills
4. Skill shortages
Find out the 8 steps to develop your succession plan
To set up a succession plan you need to identify what will create the ‘right’ leadership and the knowledge/skill necessary to drive your company into the future. Focus on the following in your organisation:
1. Individual characteristics of your existing leaders
2. Key competencies
3. Knowledge base
4. Skills and experience
Follow the eight steps here to ensure your succession plan covers these key areas above.
I hope these help you in your company.
Until next time...
Managing Editor: Personnel Division
P.S. Keep in mind that there is a very thin line between your HR issues and labour law. These two work hand in hand; being prepared in only one department is just not good enough.
To ensure that you stay 100% within your rights as an employer, you need to understand labour law. We’ve got an easy way for you to do this! To find out more, click here.
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Labour Bulletin Editor
The Labour Bulletin team speaks to subscribers every week on landmark labour events and offer valuable and practical information from the Handbook, from questions and answers and from our experts that subscribers can use now to benefit their business.