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Essay Available:
Pages:
4 pages/β‰ˆ1100 words
Sources:
3 Sources
Style:
APA
Subject:
Management
Type:
Coursework
Language:
English (U.S.)
Document:
MS Word
Date:
Total cost:
$ 23.33
Topic:

Recruitment and Succession Plan

Coursework Instructions:

A key to tackling the talent war in the health sector is strategic planning for succession. At any given time, a senior member of your team could resign or suffer an unexpected health emergency. The only way to move forward without major organizational disruption is through planning for such occurrences. In this assessment, you will gain experience benchmarking succession planning strategies based on current trends.
Assume your highest performing tenured manager of a 20-person department unexpectedly submitted her 2 weeks’ notice. Your next most tenured employee in the department has only 2 years of experience and is not ready to assume the position at this time. Additionally, there is a major health care organization in your area that seems to have the first pick when recruiting the talent you really need. The executive team for your organization has asked you to address this situation.
Read “The 9-Box Grid & the Performance-Values Matrix” from WorkDove.
Develop a 1,050- to 1,400-word strategic succession plan that addresses the following:
Priorities and steps to mitigate the impact of your employee’s rapid departure
A proposed recruitment plan to fill the managerial position
A preboarding checklist and onboarding plan covering an employee’s first 30, 90, and 180 days with performance metrics
Succession plan policies and practices that could be put in place to proactively avoid this situation
How the proposed plan aligns to current trends in the health care industry
Cite at least 3 reputable references to support your assignment (e.g., trade or industry publications, government or agency websites, scholarly works, or other sources of similar quality).
Format your assignment according to APA guidelines.

Coursework Sample Content Preview:


Recruitment and Succession Plan
Student's Name
Institutional Affiliation
Course
Professor's Name
Due Date
Talent management and succession planning are crucial to building resilient healthcare organizations amid the constantly evolving practice landscape. Strategic succession planning is crucial for the healthcare institution under consideration due to the possible implications of unexpected senior team exits. The potential of losing vital staff prompts the healthcare organization to implement planning to mitigate the potential of interruptions and maintain organizational efficiency. The institution wants to compare its succession planning procedures to current trends in case a top management abruptly resigns. This assessment requires a thoroughly understanding of the institution's high-potential personnel identification, development, and retention tools and methods. These efforts result in a succession plan that tackles immediate issues and strategically prepares the organization for long-term success in the changing healthcare landscape. This paper delineates the steps and priorities to prevent the impact of the employee’s immediate departure, proposes a recruitment plan to hire another manager, preboarding checklists and onboarding plans, and a succession plan program and practices necessary to mitigate the unexpected occurrence. Lastly, the paper discusses how the anticipated plan aligns with existing healthcare industry trends.
Priorities and Steps to Mitigate the Impact
The first priority and step is to execute immediate talent assessment using the 9-bod grid. Using the 9-Box Grid, a leadership succession tool is imperative to assess and plot the talent pool based on performance and potential (WorkDove, n.d.). This assessment helps the company quickly find internal applicants with high potential and performance required for a managerial role. The second priority is to execute an interim leadership strategy. In this case, the organization appoints an interim leader from within. During the changeover, this interim head, picked for their relevant abilities and expertise, maintains department operations. This strategic approach minimizes leadership vacuums and team dynamics by

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