Best Practices for Succession Planning
 Everyone should know that succession
planning is essential and some cased required because of requirements of
Sarbanes-Oxley, HIPAA and standards like ISO 27000 (formerly 17799).
Some best practices are:
Promote Proactive Steps To
Be Taken by All
Every manager and key employee
should have a replacement in mind. A succession planning
process should be created and reviewed regularly. If the plan
is not viewed positively and does not support employee retention
then it needs to be re-worked.
Use Existing Human
Resource Evaluation and Compensation Systems
Existing systems drive performance
of the enterprise's staff use them as metrics in the succession
planning process. If the right individuals are not moved into
these key positions then your performance evaluation systems are
wacky. The people who should be promoted and are not not will see
that and leave creating a problem for your enterprise in the future.
Use the Same
Succession Planning Process Across the Entire Enterprise
If the same succession plan is in
place across the entire enterprise, then cross group movement will
be encouraged and people will not feel they are locked in because
some is not leaving the enterprise.
 
For more
information see
http://www.e-janco.com,
http://www-ejobdescription.com, or
http://www.itproductivity.org. 435 940-9300 x 101
Site Map
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