Succession Planning and Workforce Plan Evaluation

Develop a succession plan that addresses internal labour needs in the medium to long term, utilising succession planning principles and incorporates a retention plan. The succession plan may be based on a current organisation of your choice, a case study from a relevant text or a scenario from your workplace. The succession plan should address the following:

• Longer term organisational goals and their effect on required labour supply
• Current and potential future demand for labour
• Identify areas with unacceptably high staff turnover and define objectives to address this aspect of workforce planning
• Implementation strategies to assist workforce to deal with organisational change . Implementation strategies in your succession plan to ensure desirable workers are developed and retained and programs to ensure workplace is an employer of choice
• clearly define objectives in relation to workforce retention
• Government influence on labour demand and labour supply