Employees can be unpredictable and it is helpful to always be prepared for the worst. Thus, planning is very important when dealing with volatile employees. Succession planning is a process for identifying and developing internal employees with the potential to fill key leadership positions in an organization. Imagine the CFO of your organization quitting without any prior notice. Who would be able to take over such a critical role? Many organizations are ill-prepared for such organizational dilemmas. Succession planning must include a well-designed employee development system to reach its potential. Having a pipeline of employees who are adequately trained with the knowledge, skills, and abilities (i.e., KSAs) of replacing key employees is mandatory for organizational effectiveness.
Drawing on the material in the background readings and doing additional research, please prepare a 3-5 page paper (not including the cover and reference pages) in which you:
Analyze the aging workforce from a human resource professional perspective and discuss the added value of having an aging workforce when recruiting new talent. Also, what impact will an aging workforce have on an organizations overall image?
With a significant amount of baby boomers retiring, prepare a detailed and comprehensive succession plan for your organization.
Assignment Expectations (Structure)
Make sure that you use your own words (rather than copying sentences from the article).
Your paper will be graded based on the following criteria: Precision, Clarity, Breadth, Depth, Grammar/Vocabulary, Referencing, and Application.
Use 12-point type size (Times New Roman), double-spacing, and one-inch margins. Add a cover page and a references list.
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