Document

• Succession Planning https://store.theartofservice.com/the-succession-planning-toolkit.html

Chief operating officer Current situation

1

Companies are becoming more deliberate about CEO succession planning and will use the role to on-board and train successors https://store.theartofservice.com/the-succession-planning-toolkit.html

Corporate governance Responsibilities of the board of directors

1

Select, compensate, monitor and replace key executives and oversee succession planning.

https://store.theartofservice.com/the-succession-planning-toolkit.html

Jack Welch CEO

1

There was a lengthy and well-publicized succession planning saga prior to his retirement between James McNerney, Robert

Nardelli, and Jeffrey Immelt, with Immelt eventually selected to succeed him as chairman and CEO. Nardelli became the

CEO of Home Depot until his resignation in early 2007, and until recently, was the CEO of Chrysler, while McNerney became CEO of

3M until he left that post to serve in the same capacity at Boeing.


Industrial and organizational psychology - Definition

1

An Industrial/Organizational consultant helps clients and organizations improve productivity and create an optimal working environment through human capital consulting and strategies. Areas of consulting include but are not limited to selection and recruiting, training, leadership, and development, compensation and benefits, employee relations, performance management, succession planning, and executive coaching.


Stakeholder (corporate) - Examples of a company's stakeholders

1

Owner(s) profitability, longevity, market share, market standing, succession planning, raising capital, growth, social goals.


Digital preservation - PLATTER

1

PLATTER is intended to be used as a complementary tool to DRAMBORA,

NESTOR, and TRAC. It is based on ten core principles for trusted repositories and defines nine Strategic Objective Plans, covering such areas as acquisition, preservation and dissemination of content, finance, staffing, succession planning, technical infrastructure, data and metadata specifications, and disaster planning. The tool enables repositories to develop and maintain documentation required for an audit.:49 https://store.theartofservice.com/the-succession-planning-toolkit.html

Human resource management

1

The function was initially dominated by transactional work, such as payroll and employee benefits|benefits administration, but due to globalization, company consolidation, technological advancement, and further research, HR now focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial relations|industrial and labor relations, and multiculturalism|diversity and Inclusion (value and practice)|inclusion.


Planning - Types of planning

1

* Succession planning


Leadership development - Succession Planning

1

The development of high potentials to effectively take over the current leadership when their time comes to exit their positions is known as succession planning. This type of leadership development usually requires the extensive transfer of an individual between departments. In many multinationals, it usually requires international transfer and experience to build a future leader. https://store.theartofservice.com/the-succession-planning-toolkit.html


1

Succession planning requires a sharp focus on organization's future and vision, in order to align leadership development with the future the firm aspires to create. Thus successive leadership development is based not only on knowledge and history but also on a dream.

For such a plan to be successful, a screening of future leadership should be based not only on what we know and have but also on what we aspire to become.



1

Persons involved in succession planning should be current leadership representing the vision and HR executives having to translate it all into a program. According to Meir Jacob and Amit Cohen (1995) three critical dimensions should be considered: 1. Skills and knowledge 2. Role perception and degree of acceptance of leading role 3. Selfefficacy (Albert Bandura). These three dimensions should be a basis of any leadership succession programme.


Talent management - History

1

Those surveys indicated that activities within talent management included succession planning, assessment, development and high potential management https://store.theartofservice.com/the-succession-planning-toolkit.html

Learning management system - Purpose

1

Some LMS providers include performance management systems, which encompass employee Performance appraisal|appraisals, competency management, skills-gap analysis, succession planning, and multi-rater assessments (i.e., 360 degree reviews).

Modern techniques now employ competency-based learning to discover learning gaps and guide training material https://store.theartofservice.com/the-succession-planning-toolkit.html

selection.

Non-executive director

1

* 'Performance:' Non-executive directors should scrutinise the performance of management in meeting agreed goals and objectives and monitoring and where necessary removing senior management, and in succession planning.


Non-executive director

1

*'People:' Non-executive directors are responsible for determining appropriate levels of remuneration of executive directors and have a prime role in appointing and where necessary removing senior management, and in succession planning.


Chief human resources officer

1

CHROs may also be involved in board member selection and orientation, executive compensation, and succession planning https://store.theartofservice.com/the-succession-planning-toolkit.html

Chief human resources officer - Talent

1

It also includes employee, management and executive development as well as succession planning https://store.theartofservice.com/the-succession-planning-toolkit.html

Dodd

–Frank Wall Street Reform and Consumer Protection Act - Authority

1

* Training and Workforce Development

Plan that includes training, leadership development and succession planning https://store.theartofservice.com/the-succession-planning-toolkit.html

Dodd –Frank Wall Street Reform and Consumer Protection Act - Temporary management reporting

1

** Leadership development and succession Planning


Financial planner

1

A 'financial planner' or 'personal financial planner' is a practicing professional who prepares financial plans for people covering various aspects of personal finance which includes: cash flow management, education planning, retirement planning, Investment management|investment planning,

Financial risk management|risk management and insurance planning, Tax https://store.theartofservice.com/the-succession-planning-toolkit.html

planning, estate planning and business

Campbell River, British Columbia - Economy

1

The existing small businesses including those in succession planning stage as well as new business start-ups have significant potential for growth https://store.theartofservice.com/the-succession-planning-toolkit.html

Turnover (employment) - Internal versus external

1

Internal turnover might be moderated and controlled by typical HR mechanisms, such as an internal recruitment policy or formal succession planning.


Allstate Insurance - Wealth Transfer

1

Estate Planning Products, Business

Succession Planning Products, Fixed

Survivorship Life, and Variable

Survivorship Life Family Protection

Insurance, Term Life, Universal Life,

Variable Universal Life, Long-Term Care and Supplemental Health https://store.theartofservice.com/the-succession-planning-toolkit.html

Career development

1

*how organizations structure the career progress of their members, it can also be tied into succession planning within most of the organizations.


Family business - Succession

1

Arieu proposed a model in order to classify family firms into four scenarios: political, openness, foreign management and natural succession (See Succession planning).


Chartered Life Underwriter - Curriculum

1

*Master of Science in Financial Services

(MSFS) - a Masters degree program that focuses on advanced financial planning topics, including business succession planning, pensions, charitable giving and asset management https://store.theartofservice.com/the-succession-planning-toolkit.html

HSBC - 2010 to 2013

1

HSBC's board of directors had reportedly been split over the succession planning, and investors were alarmed that this row would damage the company.


Partnership

1

Overarching goals, levels of give-and-take, areas of responsibility, lines of authority and Succession planning|succession, how success is evaluated and distributed, and often a variety of other factors must all be negotiated https://store.theartofservice.com/the-succession-planning-toolkit.html

Korn/Ferry

1

The firm was founded in 1969 by Lester

Korn and Richard Ferry. Gary Burnison, a former partner of KPMG, serves as the current CEO. Korn/Ferry assists organizations in attracting, engaging, developing, and retaining their people.

Services range from executive recruitment to leadership development programs, enterprise learning, succession planning and recruitment outsourcing.


Succession planning

1

Taken narrowly, replacement planning for key roles is the heart of succession planning https://store.theartofservice.com/the-succession-planning-toolkit.html

Succession planning

1

This report highlights research findings on succession planning efforts in Best in

Class organizations across multiple industries.


Succession planning

1

Succession planning is a process whereby an organization ensures that employees are recruited and developed to fill each key role within the company. Through your succession planning process, you recruit superior employees, develop their knowledge, skills, and abilities, and prepare them for advancement or promotion into ever more challenging roles.


Succession planning

1

Actively pursuing succession planning ensures that employees are constantly developed to fill each needed role. As your organization expands, loses key employees, provides promotional opportunities, and increases sales, your succession planning guarantees that you have employees on hand ready and waiting to fill new roles.


Succession planning

1

The results are backed by a 2004 CIBC survey which suggests that succession planning is increasingly becoming a critical issue https://store.theartofservice.com/the-succession-planning-toolkit.html

Succession planning

1

Research indicates many successionplanning initiatives fall short of their intent

(Corporate Leadership Council, 1998).

Bench strength, as it is commonly called, remains a stubborn problem in many if not most companies. Studies indicate that companies that report the greatest gains from succession planning feature high ownership by the CEO and high degrees of engagement among the larger https://store.theartofservice.com/the-succession-planning-toolkit.html

leadership teamKesler, 2002

Succession planning

1

Companies that are well known for their succession planning and executive talent development practices include: GE,

Honeywell, IBM, Marriott

International|Marriott, Microsoft, Pepsi and

Procter Gamble.


Succession planning

1

Research indicates that clear objectives are critical to establishing effective succession planning.Kesler, 2002 These objectives tend to be core to many or most companies that have well-established practices: https://store.theartofservice.com/the-succession-planning-toolkit.html

Succession planning - Field of succession management

1

There is a substantial body of literature on the subject of succession planning https://store.theartofservice.com/the-succession-planning-toolkit.html

Succession planning - Family business

1

This is the case of a company controlled by a few families, few heirs who in turn have identified among them a worthy successor, a strong name also is associated with the adequacy enough to drive its growth, the ability to run the organization, understanding market and commitment which means only a part of the family patrimony is also a source of value to society, other shareholders, customers, suppliers and even their own employees (stakeholders).this will help in improved succession planning.


Succession planning - Process and practices

1

Jaques developed a persuasive case for measuring candidates' ability to manage complexity, formulating a robust operational definition of business intelligence.Jaques, 1989 The Cognitive

Process Profile (CPP) psychometric is an example of a tool used in succession planning to measure candidates' ability to manage complexity according to Jaques' definition.


Succession planning - Process and practices

1

According to the company PEMCO, “talent management is defined as the activities and processes throughout the employee life cycle: recruiting and hiring, onboarding, training, professional development, performance management, workforce planning, leadership development, career development, cross-functional work assignments, succession planning, and the employee exit process”.Downs, 2012 When managing internal talent, companies must “know whether the right people, are moving at the right pace into the right jobs at the right time”.Cogner Fulmer, 2009 An effective succession planning strategy, coupled with solid career development programs, will help paint a more promising future for employees.


Workforce management

1

*Career and succession planning / talent acquisition


Succession (disambiguation)

1

*Succession planning, in organizations, identifying and developing individuals to succeed to senior positions in government, business, organizations, etc.


Industrial psychology - Definition

1

Areas of consulting include but are not limited to selection and recruiting, training, leadership, and development, compensation and benefits, employee relations, performance management, succession planning, and executive coaching.Block, P https://store.theartofservice.com/the-succession-planning-toolkit.html

Bob Nardelli - General Electric

1

When Jack Welch retired as chairman and

CEO of GE, a lengthy and well-publicized succession planning saga ensued https://store.theartofservice.com/the-succession-planning-toolkit.html

Stephen A. Miles - Background

1

Upon receiving his MBA, Miles worked for about a year as a consultant at Anderson

Consulting before he arrived at Heidrick

Struggles in 1999. After arriving at

Heidrick Struggles as a research analyst,

Miles moved on to become a vice chairman and run Leadership Advisory

Services within the Leadership Consulting

Practice, overseeing the firm’s worldwide executive assessment/succession planning activities.


Stephen A. Miles - Career

1

Miles and Stanford University Graduate

School of Business Professor David

Larcker have collaborated on a Stanford

Graduate School of Business case study on CEO succession planning, entitled

“Multimillionaire Matchmaker.” In a 2010 research study, https://store.theartofservice.com/the-succession-planning-toolkit.html

Stephen A. Miles - Career

1

Miles’ 2006 book, Riding Shotgun: The

Role of the Chief Operating Officer, was featured in the Harvard Business Review as one of the first in-depth studies of the

COO’s role within a corporation and how the role can successfully intersect with that of the CEO. He is a regular contributor to the Management Blog at Bloomberg

Businessweek, and is quoted regularly about succession planning and leadership issues in the press.


Stephen A. Miles - Bibliography

1

* Miles, Stephen A.; Bennett, Nathan

(November 18, 2010).

[http://www.forbes.com/2009/11/18/succes sion-planning-sec-leadership-ceonetworksearch.html How The SEC Just Changed

Succession Planning: Part II]. Forbes.



1

* Miles, Stephen A.; Bennett, Nathan

(November 17, 2010).

[http://www.forbes.com/2009/11/17/succes sion-planning-sec-leadership-ceonetworksearch.html How The SEC Just Changed

Succession Planning: Part I]. Forbes.



1

* Miles, Stephen A. (July 31, 2009).

[http://www.forbes.com/2009/07/31/succes sion-planning-right-leadershipgovernance-ceos.html Succession

Planning: How To Do It Right]. Forbes https://store.theartofservice.com/the-succession-planning-toolkit.html


1

* Miles, Stephen A. (July 30, 2009).

[http://www.forbes.com/2009/07/30/succes sion-planning-failures-leadershipgovernance-ceos.html Succession

Planning: How Everyone Does It Wrong].

Forbes.


CEO succession

1

Succession planning responsibilities are redefined as “a key board function” and “a significant policy (and governance) issue

… so that a company is not adversely affected by a vacancy in leadership.”

[http://charlesmore.com/cms/files/Examini ng_the_Impact_of_SEC_Guidance_Chang es_on_CEO_Succession_P_ID73041.pdf] https://store.theartofservice.com/the-succession-planning-toolkit.html

Competence (human resources) - Benefits of Competencies

1

In addition to recruitment and selection, a well sound Competency Model will help with performance management, succession planning and career development.



1

'Succession Planning:' Careful, methodical preparation focused on retaining and growing the competency portfolios critical for the organization to survive and prosper https://store.theartofservice.com/the-succession-planning-toolkit.html


1

* Informs curriculum development for leadership development programs, a necessary component for management succession planning https://store.theartofservice.com/the-succession-planning-toolkit.html

Competence (human resources) - Building a Competency Model

1

Many Human Resource professional are employing a competitive competency model to strengthen nearly every faced of talent management —from recruiting and performance management, to training and development, to succession planning and more https://store.theartofservice.com/the-succession-planning-toolkit.html

Competence (human resources) - Building a Competency Model

1

Once the competency model has been created, the final step involves communicating how the organization plans to use the competency model to support initiatives such as recruiting, performance management, career development, succession planning as well as other HR business processes.


International Council of Management Consulting Institutes - ICMCI Organisation

1

A Nominations and Succession planning

Committee (responsible for the election of officers and identifying and nurturing potential future office-holders) reports to the trustees as a whole.


Family office

1

Family offices often provide family management services, which includes family governance, financial and investor education

| investment education, philanthropy coordination, and succession planning.Beyer,

Charlotte B., Family Offices in America - Why the Bloom is off the Rose, The Journal of

Private Portfolio Management, Fall 1999 A family office can cost over $1 million to operate, so the family's net worth usually exceeds $100 million https://store.theartofservice.com/the-succession-planning-toolkit.html

National College for School Leadership - New models of school leadership

1

Schools choose to develop these new models in response to a range of factors such as succession planning or securing partnerships across schools and wider agencies, state schools and independent schools, and between schools and local businesses and higher education institutions https://store.theartofservice.com/the-succession-planning-toolkit.html

Competency-based management - Purpose

1

While competencies are not new to most organizations, what is new is their increased application across varied human resource functions (i.e., recruitment/selection; learning and development, performance management, career development and succession planning, human resource planning).

Organizations are looking for new ways to acquire, manage and retain the precious talent needed to achieve their business https://store.theartofservice.com/the-succession-planning-toolkit.html

goals.

One share, one vote - Responsibilities of the board of directors

1

* Select, compensate, monitor and replace key executives and oversee succession planning.


Innovation leadership - Leader Attributes/Characteristics

1

Innovative leaders can be recruited and hired through professional networks and referrals or alternatively found through succession planning, which involves identifying innovative leaders who are already working within the organization.


Chief Operations Officer - Current situation

1

* Companies are becoming more deliberate about CEO succession planning and will use the role to on-board and train successors https://store.theartofservice.com/the-succession-planning-toolkit.html

Dorma

1

'DORMA' is a German company that produces door technology systems and allied products. It was first founded as the

Dörken Mankel KG in Ennepetal,

Germany, in 1908. The family business is managed by owner Karl-Rudolf Mankel in third generation. As part of succession planning, previous sole DORMA proprietor

Karl-Rudolf Mankel transferred the majority of his shareholding to his daughters Christine and Stephanie in https://store.theartofservice.com/the-succession-planning-toolkit.html

March 2009.

HARDI - Wholesaler members

1

-HR and succession planning


HARDI - Wholesaler members

1

-Disaster Succession planning


Identity formation - In business

1

The career development of an individual focuses on how individuals manage their careers within and between organisations and how organisations structure the career progress of their members, and can be tied into succession planning within some organizations.


Hong Kong Civil Service - Training and development

1

Advisory services on Human Resources

Development (HRD) and succession planning are also provided https://store.theartofservice.com/the-succession-planning-toolkit.html

Hong Kong Civil Service - Performance management

1

succession planning), development (e.g


Executive development - Development

1

Some of the adjacent Talent Management activities that executive development may have involvement with include the succession planning process (typically not

CEO or CEO -1, but below), executive onboarding (ideally both external hiring and internal changes), structuring on the job developmental assignments, and working with alumni of development programs, and alumni of the organization.


OPQ

1

The OPQ32 is used in selection, development, team building, succession planning and organisational change.

Independent reviews are available online.[http://www.psychtesting.org.uk/testregistration-and-test-reviews/testreviews.cfm?page=summaryTest_ID=185

Psychtesting.org.uk][http://www.ashridge.org.

uk/Website/Content.nsf/wELNPSY/Psychome tric+Instruments+-

+Occupational+Personality+Questionnaire+(

OPQ)?opendocument Ashbridge.org.uk] https://store.theartofservice.com/the-succession-planning-toolkit.html

Cognitive Process Profile

1

It was developed by Dr S M Prinsloo, founder of Cognadev, and released in

1994. Since then it has been translated into several languages and applied internationally for the purposes of leadership assessment, succession planning, selection and development, team compilation as well as personal and team development within the corporate environment.


Aspiration Management - Work life balance and employee engagement

1

The organization through its recruitment, career planning or the succession planning process identifies the right fit

(career aspiration fitment) from within the organization or from the potential talent pool to help actualize the organizations aspirations (vision) https://store.theartofservice.com/the-succession-planning-toolkit.html

Aspiration Management - Succession planning

1

Expectancy theory, hierarchy of needs, and goal setting also have relevance in the succession planning process https://store.theartofservice.com/the-succession-planning-toolkit.html

Aspiration Management - Succession planning

1

* Interest: Ensure that career aspiration fitment is integral to your succession planning process.


Temasek Holdings - Temasek Board and Committees

1

* CEO appointment and succession planning


Michael Geoghegan - Appointed Group CEO of HSBC till retirement: 2006 - 2010

1

HSBC's board of directors had reportedly been split over the succession planning, and investors were alarmed that this row would damage the company.


FBI Special Advisor Program - Past responsibilities

1

* developing a leadership development strategy and succession planning model, and https://store.theartofservice.com/the-succession-planning-toolkit.html

West LegalEdCenter - Business Professional Programs

1

West LegalEdcenter offers business and professional skills courses designed to improve employee performance throughout an organization, from business etiquette and basic time-management skills to advanced organizational finance and management succession planning.


Jumeirah (hotel chain) - Board of Directors

1

*In 2007, the Executive Chairman of Dubai

Holding, His Excellency Mohammad Al

Gargawi, restructured the organisation by establishing separate Boards of Directors for each of the entities, including Jumeirah

Group,to enhance accountability. At the same time, entity CEOs were appointed as

Executive Chairmen, and new CEOs were appointed to ensure adequate succession planning was underway.


Purdue University Press - Publishing

1

The journal welcomes article submissions in animal and crop production, risk management, risk aversion, animal welfare, sustainability, precision farming, portfolio analysis, estate planning, succession planning, farmland values, land tenure and rental, strategy, growth, budgeting, technology, efficiency and productivity, cost of capital, margin hedging, decision analysis, liquidity, marketing, hedging, crop insurance, machinery, capital budgeting, optimal replacement, leasing, real options, derivatives, farm finance, capital structure, on-farm experiments, forming expectations, contracting, agricultural policy, input markets, managing inputs use, custom operations, organic farming, direct marketing, farmers’ markets, input and manure management, price forecasting, benchmarking, financial forecasting, farm human resources, accounting and taxation, farm law, appraisal, cooperatives, teaching farm management, farm management case studies, farm simulation modeling, and farm math programming models.


Garda Síochána - New procedures and code of discipline

1

The advisers were also mandated to promote a culture of performance management, succession planning, recruitment of non-officers with specialist expertise, and improved training https://store.theartofservice.com/the-succession-planning-toolkit.html

Bethmann bank

1

Bethmann Bank focuses on management, advisory services and planning for major private assets. It also supports clients in succession planning for family-owned companies and in establishing charitable foundations. The bank's archive is today located in the Frankfurt City archive. Together with the Goethe University Frankfurt am Main and F.A.Z. Media Solutions, Bethmann Bank organised a discussion series called

Weltenwandler.tv, which addressed broad social issues.


For More Information, Visit:

• https://store.theartofservice.co

m/the-succession-planningtoolkit.html

The Art of Service https://store.theartofservice.com

Document

* Succession planning

** Leadership development and succession Planning

*Career and succession planning / talent acquisition

-HR and succession planning

-Disaster Succession planning

succession planning), development (e.g

* CEO appointment and succession planning

Related documents

Products

Support

Document

* Succession planning

** Leadership development and succession Planning

*Career and succession planning / talent acquisition

-HR and succession planning

-Disaster Succession planning

succession planning), development (e.g

* CEO appointment and succession planning

Related documents

Add this document to collection(s)

Add this document to saved

Suggest us how to improve StudyLib