Career Planning And Succession Management

by William J. Rothwell, Robert D. Jackson, Shaun C. Knight, John E. Lindholm, Wei Aleisha Wang, Tiffani D. Payne

Overview

Drawing on a survey of 1,000 practitioners and examples from a variety of organizations, Rothwell (workforce education and development, Pennsylvania State University) shows human resource professionals and other corporate leaders how to create a link between succession and career development programs to prevent top performers from leaving, balance the needs of promoting from within versus bringing in new talent, and deal with unexpected "retirements" in an age of corporate scandal. Numerous diagnostics and checklists are included. Annotation ©2004 Book News, Inc., Portland, OR\

Product Details

ISBN-13:	9780313017995
Publisher:	Greenwood Publishing Group, Incorporated
Publication date:	05/30/2005
Sold by:	Barnes & Noble
Format:	eBook
Pages:	256
File size:	1 MB

About the Author

WILLIAM J. ROTHWELL is Professor-in-Charge of the Workforce Education and Development program in the Department of Learning and Performance Systems at Pennsylvania State University and President of Rothwell and Associates, a full-service consulting firm specializing in succession planning and management. He is the author, coauthor, or editor of over 50 books and dozens of articles on human resource management, training, and development. As a consultant, he has worked with a broad array of organizations in the public, private, and nonprofit sectors in the United States and internationally.

ROBERT D. JACKSON is Senior Consultant for Career Development, Center for Performance Excellence, for the Pennsylvania Department of Transportation and Adjunct Instructor in the Training and Development Masters Program at Pennsylvania State University, Harrisburg.

SHAUN C. KNIGHT is the Career and Business Solutions Associate for the School of Information Sciences and Technology at Pennsylvania State University. He has had extensive experience in career development counseling, planning, and placement, working with many Fortune 500 firms.

JOHN E. LINDHOLM is Compensation Manager in the Department of Human Resources at the University of Massachusetts Medical School. Previously, he served in compensation, performance consulting, and instructional design positions at Pennsylvania State University, Compaq Computer, and Polaris Consulting.

Table of Contents

List of Tables and Figures

Preface

Acknowledgments

Making the Business Case for Moving Beyond Career and Succession Planning: Why They Must Be Integrated

Reflections on the Contemporary Business Scene: Why Career and Succession Planning Must Be Integrated

An Approach to Integrating Career and Succession Planning

Foundations for Integrating Career and Succession Planning

Establishing the Infrastructure to Support the Integration of Career and Succession Planning

Competency Models and Value Systems

Assessment and Evaluation for Careers and Succession

Development Planning and Career Advising

Strategies for Integrating Career and Succession Planning

Training and Development

Mentoring Programs

Coaching Programs

Self-Learning Programs

Self-Assessment Programs

Other Approaches

Concluding Thoughts

Questions and Answers

The Future of Career and Succession Planning

Appendix 1: What Is an Employee? The Answer Depends on the Federal Law

Appendix 2: Introduction to Career Counseling Competency Statements

Appendix 3: Leaders for Tomorrow

Appendix 4: Differentiating between Coaching and Mentoring

Appendix 5: Coaching and Executive Coaching Web sites

Appendix 6: Career Instruments, Tests, and Surveys

Glossary

About the Authors

Index

Editorial Reviews

"[S]hows human resource professionals and other corporate leaders how to create a link between succession and career development programs to prevent top performers from leaving, balance the needs of promoting from within versus bringing in new talent, and deal with the unexpected retirements in an age of corporate scandal." - Reference & Research Book News

From the Publisher