Disadvantages of an organisational of hr succession planning, HR Management

Assignment Help:

Explain FIVE main disadvantages of an organisational policy of HR succession planning.

Organisational size

Succession planning is unrealistic for most organisations and only feasible for those large sufficient to offer the opportunities for staff movement and extended career ladders.

Operational issues

The positive motivational impact of the policy may not be realised if rewards seem distant and staff movement is slow or reliant on staff turnover elsewhere in the organisation. Alternatively, staff vacancies might be arise at inconvenient times which do not fit individual career requirements.

Negative culture reinforcement

The policy helps reinforce an existing organisational culture which may be unhealthy and could lead to a lack of exposure to outside thinking and experiences.

'Too' rational

Succession planning is in some ways too rational an approach and centralised in philosophy and, as such, can be counter-productive in an organisation that wishes to stress responsibility being taken by employees themselves and emergent approaches.

Insularity

The policy concentrates only on developing the existing workforce and ignores the possibility of more able candidates existing outside the organisation.  

 


Related Discussions:- Disadvantages of an organisational of hr succession planning

Organizational structure, Work-flow is a highly dynamic process. A well-des...

Work-flow is a highly dynamic process. A well-designed organizational structure will ensure that work is performed efficiently and produces a high quality product or service. Chapt

Bench management, .What are the risks involved in moving from a project-cen...

.What are the risks involved in moving from a project-centric mode to a mix of projects and products?

Selection, what is the definition of selection?

what is the definition of selection?

Job characteristics model, what are the job characteristics model of redesi...

what are the job characteristics model of redesigning a job

Critically evaluate the systematic approach to training, Question 1: Di...

Question 1: Distinguish between Training, Education and Learning as components in the employee development process. Question 2: With the use of appropriate models, el

E, Identifies 3 users of HR services internal to your organisation and for ...

Identifies 3 users of HR services internal to your organisation and for each of them at least 2 key needsd#

What are some mistakes you have made in previous jobs, What are some mistak...

What are some mistakes you’ve made in previous jobs? You are being invited to tell tales against yourself. Whatever you admit to, make sure it’s fairly innocuous and did not in

Team norms, Norms are acceptable ways of behaving within a group that are s...

Norms are acceptable ways of behaving within a group that are shared by the group's members. You may have noticed that, in some groups that meet regularly people sit in the same se

Disciplinary action, Disciplinary action is the action taken by the supervi...

Disciplinary action is the action taken by the supervisor or owner against the any activity of indiscipline by the employee. According to Edwin B. Flippo, "disciplinary action i

Tell me about yourself or how would you describe yourself?, “Tell me about ...

“Tell me about yourself.” (Or “How would you describe yourself?”) Often described as a “stress” question – which either paralyzes job seekers into stunned silence or spurs an at

Write Your Message!

Captcha
Free Assignment Quote

Assured A++ Grade

Get guaranteed satisfaction & time on delivery in every assignment order you paid with us! We ensure premium quality solution document along with free turntin report!

All rights reserved! Copyrights ©2019-2020 ExpertsMind IT Educational Pvt Ltd