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Succession Planning (Term Paper Sample)

Instructions: TERM PAPER: Papers should be a 12 to 15 pages double-spaced typewritten. Papers should contain at least 10 references from the literature of the last 5 years. The topic must be on an aspect of Public Personnel Management. Students must take care that appropriate citations are used. Direct quotations must be so indicated with quotation marks and a specific reference to the page in the source from which it was taken. --- Guidelines for the Final Paper Due December 13. Here are your options: A research paper that requires a student to take a position on a particular issue. Choose one of the HR issues from the course text books. For this paper, you will be expected to provide evidence to support your arguments from academic journals, texts, textbooks or other such media; your ability to locate information that can stand up to critical scrutiny would make your position stronger. Your ability to select good evidence will count in the grading, as it will be crucial to making a good argument. In this paper you will be expected to assert your position, provide evidence to back up your points, and deal with the other side's position by way of counter-arguments. A successful paper will have a clear argument with sufficient explanation and reasoning to support the conclusion, strong evidence from outside sources to support the argument, counterarguments that show the other side's position is logically or evidentially weak, and show a command of grammar and citations that reflect a serious, proofread writing effort. Keep in mind that this is your argument. OR Each student will select a current issue in Human Resource Management for in depth research. There are a multitude of topics which a student could research within the scope of this course. For ideas, look ahead in the readings. Each paper must include: 1. A description of the current controversies or challenges regarding the issue (why it is relevant for the study of public sector HRM) 2. A review of the literature, which includes, at a minimum: a. An explanation of the history of this issue (major laws or regulations, milestone events, corresponding and competing values) b. A discussion of some comparative perspectives on the issue (how is the issue different in the public, private and nonprofit sectors; how is the issue different at the local, state or national level of government or in different regions of the country; OR how is the issue different in the United States and in other countries). c. A review of best practices regarding this issue (describe how this issue is handled in a high performance organization or in a progressive jurisdiction). 3. A discussion of essential knowledge, skills and abilities for effective human resource management on this issue. 
Reminder: For this assignment, students should use books, peer-reviewed journal articles, professional association publications, and electronic sources, and possibly interviews and organizational documents as reference materials. Your writing should reflect the style, tone and approach of professional journals in our discipline, such as Public Administration Review, The Review of Public Personnel Administration, The American Review of Public Administration, and Public Personnel Management. TEXTBOOKS: (A) Donald Klingner, John Nalbandian, Jared Llorens Public Personnel Management: Contexts and Strategies 6th edition (Longman, 2010) (B) Norma Riccucci, Public Personnel Management, Current Concerns, Future Challenges 4th edition, (NY: Longman, 2006). ----- Irien Reber Human Resource Management in Public Sector Sep, 28, 2011 Topic Proposed: Succession Planning: a Comparison Between Private and Public Industry Definition: Succession planning in human resources refers to the agencies ability of creating and implementing a plan that enables them to identify talented employees and provide these employees with education and training to develop their skills to hold future higher ranks and more specialized responsibilities in the field. It also helps the organization identify where each employee best fit in the organization. Area of Focus: Focusing on the best practices in succession planning in both private and public industries, compare between the two and pointing out what makes one better than the other. Things to research: I will start by searching successful agencies succession planning and best practices by picking the high rated ones and comparing private ones with public ones. Pointing similarities and differences. Looking at agencies HR records and performance. Looking at employees' skills and performance improvement over the years/months. Surveys References: Preparing Future Leaders for Tomorrow: Succession Planning for Police Leadership By Rick Michelson, Knowledge, Skills, and Abilities Ltd., San Diego, California http://www(dot)policechiefmagazine(dot)org/magazine/index.cfm?fuseaction=display_arch&article_id=904&issue_id=62006 Planning for the Next Generation http://ww1(dot)mckinsey(dot)com/clientservice/publicsector/pdf/TG_planning_next_generation.pdf Effective Succession Planning in the Public Sector http://www(dot)4cleanair(dot)org/chicago/EffectiveSuccessionPlanningforPublic.pdf Succession Planning in Governmental Organizations: Why Does It Matter? What is the Role of Human Resources Personnel? http://www(dot)cppa(dot)utah(dot)edu/publications/aging/Succession_Planning.pdf Succession Planning and management Guide http://www(dot)exec(dot)gov(dot)nl(dot)ca/exec/pss/publications/succession_planning_and_management_guide.pdf 8 Mistakes Made In Succession Planning …and How to Fix Them http://www(dot)linkageinc(dot)com/thinking/linkageleader/Documents/Bob_Edwards_8_Mistakes_Made_In_Succession_Planning_and_How_to_Fix_Them_0408.pdf Succession Planning – Is Your Company's Talent Pool Deep Enough to Grow Your Business? http://www(dot)hr(dot)com/en/webcasts_events/webcasts/finished/succession-planning-–-is-your-company's-talent-poo_gsc7mh15.html source..




Table of Contents
TOC \o "1-3" \h \z \u Introduction PAGEREF _Toc311285629 \h 3
Organizational weaknesses in succession process PAGEREF _Toc311285630 \h 6
Succession process planning PAGEREF _Toc311285631 \h 10
Change PAGEREF _Toc311285632 \h 12
Conclusion PAGEREF _Toc311285633 \h 13
References PAGEREF _Toc311285634 \h 15
Succession Planning: a Comparison between Private and Public Industry
Succession planning in human resources refers to the agency`s ability of creating and implementing a plan that enables them to identify talented employees and provide these employees with education and training to develop their skills to hold future higher ranks and more specialized responsibilities in the field. It also helps the organization identify where each employee best fit in the organization. Effective leadership is essential for organizations to survive. Organizational crises present an atmosphere of uncertainty, change, and high threat; therefore, it is necessary to investigate a leadership style that facilitates positive management or structural change outcomes (Beeson, 1998).
In addition, organizational changes disrupt daily organizational routines and activities, cause high internal stress, and produce effects that are beyond an organization`s control, resulting in devastating organizational outcomes (Wilkerson, 2007). Furthermore, organizational changes result in significant organizational restructuring (i.e., downsizing, acquisitions, mergers, etc.), bankruptcy, and organizational death. Wilkerson, (2007) defined a crisis as "a low probability, high-impact event that threatens the viability of the organization and is characterized by ambiguity of cause, effect, and means of resolution, as well as by a belief that decisions must be made swiftly which is generally accepted among researchers (Wilkerson, 2007).
The difference in succession process between the private sector and the public sector is that the public sector is expected to act as a lead because its servants retire in time and thus they ought to be exercising the process often un like the private sector. In both the public and the private sector, their succession process is all about establishing and putting an place the strategic processes for planning, they both do consider wide range of successors that have potential to hold positions that are critical and lastly they do find moderate mechanisms of addressing the human resource policies that greatly affect the factors that are vital for the succession plans (Robertson, 2006).
As discussed earlier on, succession planning is an important tool which enhances organizational success hence whenever an organization faces the task of succession, this is an opportunity for top organizational managers to provide the organization management with certain useful information tailored towards the ...
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