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    Reaction Paper No.6 - Succession Planning - Tanay

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    Kim Francis Tanay
    Succession planning aims to establish a strategy for replacing employees when they leave their roles. It helps ensure the integrity, accountability, and transparency of an institution. Succession planning helps structures remain adaptable and strong by systematically replacing "gears" when needed. It also fosters accountability by requiring evaluations of replacement candidates' skills. And it promotes transparency by addressing issues that may arise during leadership transitions. In summary, succession planning exhibits an institution's responsibility to remain viable by anticipating and preparing for inevitable future changes in personnel.

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    Reaction Paper No.6 - Succession Planning - Tanay

    Uploaded by

    Kim Francis Tanay
    53 views2 pages
    Succession planning aims to establish a strategy for replacing employees when they leave their roles. It helps ensure the integrity, accountability, and transparency of an institution. Succession planning helps structures remain adaptable and strong by systematically replacing "gears" when needed. It also fosters accountability by requiring evaluations of replacement candidates' skills. And it promotes transparency by addressing issues that may arise during leadership transitions. In summary, succession planning exhibits an institution's responsibility to remain viable by anticipating and preparing for inevitable future changes in personnel.

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    Reaction Paper No.6_Succession Planning_Tanay

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    Succession planning aims to establish a strategy for replacing employees when they leave their roles. It helps ensure the integrity, accountability, and transparency of an institution. Succession planning helps structures remain adaptable and strong by systematically replacing "gears" when needed. It also fosters accountability by requiring evaluations of replacement candidates' skills. And it promotes transparency by addressing issues that may arise during leadership transitions. In summary, succession planning exhibits an institution's responsibility to remain viable by anticipating and preparing for inevitable future changes in personnel.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    53 views2 pages

    Reaction Paper No.6 - Succession Planning - Tanay

    Uploaded by

    Kim Francis Tanay
    Succession planning aims to establish a strategy for replacing employees when they leave their roles. It helps ensure the integrity, accountability, and transparency of an institution. Succession planning helps structures remain adaptable and strong by systematically replacing "gears" when needed. It also fosters accountability by requiring evaluations of replacement candidates' skills. And it promotes transparency by addressing issues that may arise during leadership transitions. In summary, succession planning exhibits an institution's responsibility to remain viable by anticipating and preparing for inevitable future changes in personnel.

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    of 2

    Francis Kim R.

    Tanay LIS 152


    Reaction Paper:

    Succession Planning: For Success

    Succession planning, also known as a “replacement planning” aims to create an


    established strategy for passing roles to other employee, when a specific person leaves its
    institution, may it because of retirement, going for a new opportunity, or had passed away. Upon
    reading the article about designing a successful succession plan, there are three general points
    that I have learned aside from its main purpose of replacement. The three points are integrity,
    accountability, and transparency. So, what are these three things connected in succession
    planning?

    In an institution, we cannot tell on what may happened in the future for every part can
    change through time. Building, equipment, tactics, and other more will definitely change as well
    as people contributing to the institution. I remember a statement in one of our LIS, saying that an
    institution is dynamic, it is alive. Meaning everything will change overtime. Because of that,
    there are plans created by different institutions to anticipate, and prepare to this kind of changes.
    One of which is succession planning. This style of planning can be implemented when “...a
    critical positions within a company are vacated, unexpectedly, or otherwise”. Because, when
    these important positions are missing, institutions may face a bigger challenge that can lead to
    their own down fall. But jut what I said earlier, succession planning is not just about
    replacement, it is connected to the institution’s integrity, accountability, and transparency. First
    is integrity, for succession planning helps to make the structure of a specific institution adaptable
    and strong. Having a strong hierarchy, especially in bigger institutions make the workflow
    systematic and continuously. We can relate it to a set of gear inside a car, whether they vary in
    sizes and form, they are interconnected. Removing one gear will make the whole function stop,
    in which the car will not work. Second is accountability, for having a succession requires a
    critical evaluation of the skill of the employee that they will choose. With that, these people and
    the management are accountable from one another to nurture their skills and help them transition
    from one role to another. Lastly is transparency, for succession plan reveals issues that may
    happened in the future especially between the person that is going to be replaced and the one
    who will replace that person. It also helps the investors become confident on the future of the
    institution.

    In summary, the existence of succession planning is not only as a reserve or for


    emergency purposes. It also exhibits the values of the institution, which shows that they are
    responsible in keeping their own institution working in the future.

    References

    Morris David E. Morris. (2019). How to design a successful succession plan. HR Future,
    2019(7), 24-25. https://ezproxy.upd.edu.ph/login?url=http://search.ebscohost.com/login.aspx?
    direct=true&db=edssas&AN=edssas.om.hrf.jul.2019.a10&site=eds-live

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