Human resources professionals (502 respondents) disclose their companies’ succession planning preparedness :
- My organization is prepared to replace a key executive when faced with a sudden departure.
- My organization has a well-developed management succession system.
- Our succession planning process relies on the systematic development of high-potential individuals.
- Our management succession planning is closely linked to our organization’s strategic business needs and plans.
- Our succession planning is a part of a broader management development effort that includes performance appraisal and other HR review systems.
- Our succession planning is based upon well-developed competencies and the objective assessment of candidates.
- Human resources and line management work closely together to ensure the viability of our succession planning process.
Agree: | 40% |
Disagree: | 46% |
Neither: | 14% |
Agree: | 22% |
Disagree: | 63% |
Neither: | 15% |
Agree: | 30% |
Disagree: | 49% |
Neither: | 21% |
Agree: | 32% |
Disagree: | 44% |
Neither: | 23% |
Agree: | 34% |
Disagree: | 44% |
Neither: | 22% |
Agree: | 29% |
Disagree: | 49% |
Neither: | 22% |
Agree: | 37% |
Disagree: | 45% |
Neither: | 18% |
SOURCE: Foresight Survey Systems International and RHR International
Personnel Journal, September 1996, Vol. 75, No. 9, p. 42.