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Bottom Up Succession Planning Works Better.

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Title: Bottom Up Succession Planning Works Better.
Language: English
Authors: Stevens, Paul, Centre for Worklife Counselling, Sydney (Australia).
Peer Reviewed: N
Page Count: 5
Publication Date: 1996
Document Type: Opinion Papers
Descriptors: Adults, Career Development, Career Ladders, Employment Level, Employment Practices, Employment Qualifications, Foreign Countries, Job Satisfaction, Job Skills, Occupational Aspiration, Occupational Mobility, Organizational Change, Organizational Development, Personnel Management, Power Structure, Promotion (Occupational), Quality of Working Life, Staff Development, Work Environment
Geographic Terms: Australia; New South Wales
Abstract: The majority of current succession planning practices reflect the viewpoint of only a linear career direction for ambitious people. They are based on the premise that competent people have and want only one career direction--an upwardly mobile one. In today's work force, however, a "bottom-up" process works better in succession planning. This process, which usually focuses no more than 2 years ahead, involves asking employees about their career goals at regular intervals and helping them develop career plans and competencies to meet their goals while allowing the organization to change to meet changing marketplace needs. Career paths need not be only upward and linear, but can involve eight directions, including lateral moves and temporarily moving down to a job with less responsibility in order to learn new skills. In this process, succession planning should resemble more a gridlike pattern than a traditional organization chart. Focusing on replacing incumbents is an old-fashioned idea that presumes that positions will remain the same, an unlikely assumption in a changing world. Succession planning should ensure that teams of people are ready for contingencies, organizational expansion or contraction, entering new markets, and handling changes in the nature of technology. Employees should be educated in career management and skilled in self-reliant practices in their own career development. This model suits the new workplace much better than the older top-down succession plan. (KC)
Journal Code: RIEMAY1997
Entry Date: 1997
Accession Number: ED402500
Database: ERIC
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  Data: Bottom Up Succession Planning Works Better.
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  Data: 5
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  Data: <searchLink fieldCode="DE" term="%22Adults%22">Adults</searchLink><br /><searchLink fieldCode="DE" term="%22Career+Development%22">Career Development</searchLink><br /><searchLink fieldCode="DE" term="%22Career+Ladders%22">Career Ladders</searchLink><br /><searchLink fieldCode="DE" term="%22Employment+Level%22">Employment Level</searchLink><br /><searchLink fieldCode="DE" term="%22Employment+Practices%22">Employment Practices</searchLink><br /><searchLink fieldCode="DE" term="%22Employment+Qualifications%22">Employment Qualifications</searchLink><br /><searchLink fieldCode="DE" term="%22Foreign+Countries%22">Foreign Countries</searchLink><br /><searchLink fieldCode="DE" term="%22Job+Satisfaction%22">Job Satisfaction</searchLink><br /><searchLink fieldCode="DE" term="%22Job+Skills%22">Job Skills</searchLink><br /><searchLink fieldCode="DE" term="%22Occupational+Aspiration%22">Occupational Aspiration</searchLink><br /><searchLink fieldCode="DE" term="%22Occupational+Mobility%22">Occupational Mobility</searchLink><br /><searchLink fieldCode="DE" term="%22Organizational+Change%22">Organizational Change</searchLink><br /><searchLink fieldCode="DE" term="%22Organizational+Development%22">Organizational Development</searchLink><br /><searchLink fieldCode="DE" term="%22Personnel+Management%22">Personnel Management</searchLink><br /><searchLink fieldCode="DE" term="%22Power+Structure%22">Power Structure</searchLink><br /><searchLink fieldCode="DE" term="%22Promotion+%28Occupational%29%22">Promotion (Occupational)</searchLink><br /><searchLink fieldCode="DE" term="%22Quality+of+Working+Life%22">Quality of Working Life</searchLink><br /><searchLink fieldCode="DE" term="%22Staff+Development%22">Staff Development</searchLink><br /><searchLink fieldCode="DE" term="%22Work+Environment%22">Work Environment</searchLink>
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  Data: The majority of current succession planning practices reflect the viewpoint of only a linear career direction for ambitious people. They are based on the premise that competent people have and want only one career direction--an upwardly mobile one. In today's work force, however, a "bottom-up" process works better in succession planning. This process, which usually focuses no more than 2 years ahead, involves asking employees about their career goals at regular intervals and helping them develop career plans and competencies to meet their goals while allowing the organization to change to meet changing marketplace needs. Career paths need not be only upward and linear, but can involve eight directions, including lateral moves and temporarily moving down to a job with less responsibility in order to learn new skills. In this process, succession planning should resemble more a gridlike pattern than a traditional organization chart. Focusing on replacing incumbents is an old-fashioned idea that presumes that positions will remain the same, an unlikely assumption in a changing world. Succession planning should ensure that teams of people are ready for contingencies, organizational expansion or contraction, entering new markets, and handling changes in the nature of technology. Employees should be educated in career management and skilled in self-reliant practices in their own career development. This model suits the new workplace much better than the older top-down succession plan. (KC)
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RecordInfo BibRecord:
  BibEntity:
    Languages:
      – Text: English
    PhysicalDescription:
      Pagination:
        PageCount: 5
    Subjects:
      – SubjectFull: Adults
        Type: general
      – SubjectFull: Career Development
        Type: general
      – SubjectFull: Career Ladders
        Type: general
      – SubjectFull: Employment Level
        Type: general
      – SubjectFull: Employment Practices
        Type: general
      – SubjectFull: Employment Qualifications
        Type: general
      – SubjectFull: Foreign Countries
        Type: general
      – SubjectFull: Job Satisfaction
        Type: general
      – SubjectFull: Job Skills
        Type: general
      – SubjectFull: Occupational Aspiration
        Type: general
      – SubjectFull: Occupational Mobility
        Type: general
      – SubjectFull: Organizational Change
        Type: general
      – SubjectFull: Organizational Development
        Type: general
      – SubjectFull: Personnel Management
        Type: general
      – SubjectFull: Power Structure
        Type: general
      – SubjectFull: Promotion (Occupational)
        Type: general
      – SubjectFull: Quality of Working Life
        Type: general
      – SubjectFull: Staff Development
        Type: general
      – SubjectFull: Work Environment
        Type: general
      – SubjectFull: Australia; New South Wales
        Type: general
    Titles:
      – TitleFull: Bottom Up Succession Planning Works Better.
        Type: main
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      – PersonEntity:
          Name:
            NameFull: Centre for Worklife Counselling, Sydney (Australia).
      – PersonEntity:
          Name:
            NameFull: Stevens, Paul
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          Dates:
            – D: 01
              M: 01
              Type: published
              Y: 1996
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