Question

A mature organization has relied on stable processes that supported its current success. One of these processes is succession planning. This HR team has followed a strategy of identifying effective higher-level managers and grooming them for leadership positions. If you were a new HR manager assigned to lead this team, what would you advise?

Revise participation criteria to reflect the organization's maturity and processes.
Maintain the current practice to preserve employee expectations and engagement.
Immediately evaluate the succession planning process in terms of its cost-effectiveness.
Review the succession planning strategy to ensure alignment with current business conditions.

Answer 1

A new HR manager should review the succession planning strategy to align it with current business conditions, taking into account generational differences and the importance of professionalizing human resources functions. Initial cost-effectiveness evaluation is also advisable, while being mindful of existing employee expectations.

Step-by-step explanation:

If I were a new HR manager leading a team in a mature organization, I would advise reviewing the succession planning strategy to ensure alignment with current business conditions. Given the dynamic nature of businesses, it is essential for succession plans to be reflective of both current and future organizational needs. This means considering whether the participation criteria still serve the company's objectives, taking into account technological advancements, generational differences in the workforce, and the evolving expectations of leadership roles.

Additionally, managing generational differences is an important aspect of HR responsibilities. With baby boomers retiring and millennials making up a more significant part of the workforce, it's crucial to adapt the succession planning process to meet their different expectations and career aspirations. Alongside, a commitment to professionalizing human resources functions can further enhance hiring and development practices, thereby reducing bias and ensuring a more inclusive and effective process.

An initial evaluation of the succession planning's cost-effectiveness is also a prudent step; however, it should not be the sole focus. Maintaining current practices may preserve employee expectations and engagement but staying abreast of changing business landscapes is fundamental for sustained success.