2006 succession planning: survey report
Society For Human Resource Management, Apr 1, 2007 - Business & Economics - 33 pages
This report interprets the findings of a survey of human resource (HR) professionals about the prevalence of organizations with succession plans in place, including HR professionals’ insights about these plans and HR’s role in the succession planning process. The results are reported by exploring the differences between organizations with formal plans in place compared to those without formal plans, and significant findings are reported by organization staff-size and sector. Information on how to implement and communicate a succession plan and interpretations about current applications and future trends is also included.
What people are saying - Write a review
We haven't found any reviews in the usual places.
2006 Succession Planning actual number baby boomers Blank cells cession planning comparison column indicate developing potential leaders Differences Between Organizations differences were found Evaluate employees annually Excludes respondents fill future vacancies formal and informal formal plans formal succession plans HR departments HR professionals indicated HR professionals reported Human Resource identifying immediately fill indicated their organizations informal Formal informal ldentifying informal plans informal succession plan interim basis Job Satisfaction Series June leadership positions majority of HR number of respondents Organization's Succession Planning organizational organizations with formal organizations with informal Overall plan in place Planning Survey Report plans were significantly Poll Findings professionals from organizations rate their organizations respondents who answered respondents who indicated response options provided Sample senior management SHRM 2006 Succession SHRM members SHRM Research statistically significant differences Succession Plan Differences succession planning initiatives succession planning process Succession Planning Survey talent management tracking potential leaders vacancies in leadership workforce Workplace