Human Resources – Succession Planning (4 of 10)

Human Resource is face with constant change in the marketplace. Besides engaging the Human Resource having a talent management in place, we would also have a management renewal before becoming dinosaur.

To stay relevant, Human Resource would work closely with us to identify new or fresh roles. This is essential as part of Succession Planning process as highlighted by Human Resources. You would note that countries in East Asia are approaching this issue seriously.

Likewise for any organisation, we cannot take things for granted. On an annual basis, Human Resource always wants us to ask “what if “this person not available, the consequence and its impact. You would recognize the significant for us to take succession planning seriously.

1. How do we go about planning who should succeed who?
2. How do we know we did it right?
3. How do we measure the impact of his or her decision?

Human Resource, started off by identifying the competency for each management position. Prior to this, we also take a look at the current organisation chart. Do we need to re-organisation to meet future market needs? Without taking the consideration of the organisation structure, we may end up defining the inappropriate competency to fulfill the position. Human Resource fully agrees to what we have just mentioned.

We are glad that Human Resource takes a proactive role. From the talent pool of staff, Human Resource consciously makes effort to engage the line managers to think beyond today. Cheers to Human Resource.

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