Difference between revisions of "Template:Succession planning"
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| − | + | A methodology for identifying and developing employees to ensure that key organizational positions can be filled with qualified internal candidates, in advance of actual need, and to assist in managing diversity and workforce planning. It is also defined as a systematic approach by an organization to safeguard leadership permanence in crucial positions, intellect retention and development, knowledge capital for the future and to encourage individual progression.<noinclude> [[Category:Definitions]] </noinclude> | |
| − | A methodology for identifying and developing employees to ensure that key organizational positions can be filled with qualified internal candidates, in advance of actual need, and to assist in managing diversity and workforce planning. It is also defined as a systematic approach by an organization to safeguard leadership permanence in crucial positions, intellect retention and development, knowledge capital for the future and to encourage individual progression. | + | |
Latest revision as of 16:38, 15 February 2016
A methodology for identifying and developing employees to ensure that key organizational positions can be filled with qualified internal candidates, in advance of actual need, and to assist in managing diversity and workforce planning. It is also defined as a systematic approach by an organization to safeguard leadership permanence in crucial positions, intellect retention and development, knowledge capital for the future and to encourage individual progression.
