Dear friend,
Succession Plan is the confidential document of an organization.There wont be a defined policy on that, as, this is company specific..We have to identify the key positions ( and competencies required for each of these key positions ) in the organization and then make a plan, as to who ( one or more ) can succeed. The search is to be done first within the organization because the succession by an an insider will be a smooth transition.If no one is available inside the organization, we have to look outside , in other organizations, who are in similar nature in business.
Regarding retention plan, if the reasons of exodus are known to you, the retention strategies can be worked out straight away.If, however, you need to find out something, which is latent, you have to go for Climate Surveys in the organization. Some times,care has to be taken while designing the survey format that it should not give a direct feeling about the agenda of the survey to respondents.
A good format for this survey cab be designed if we focus on hygiene factors ( Herzberg theory of motivation ) and needs of the employees ( Maslow' theory of heirarchy of needs ).
Do get back to me if you need more clarifications. Sunil Madan |
