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Case Study: While it is commonplace to perform succession planning (generally using a 9-box exercise), most employers do so only for managerial levels on up. When I was in the ice cream manufacturing business, I had my leadership team focus on the exempt positions as is customary AND I had them focus on those hard-to-replace positions such as the blender operator (skilled at putting the formula together) and the homogenizer position. With both of these types of roles, if one left, we would need a great deal of time to 'build' a replacement and it would have a high probability of shutting down production.
However, succession planning is not an answer in and of itself. There needs to be individual development plans and a training strategy to complement the succession planning process. Most generally it goes along with what they call the 'elbow' which is the upper right green boxes shown below.
Question: What do you think the biggest barriers are to management fully engaging in this type of process periodically to ensure sustainability of the operation? How does succession planning help with forecasting of training and development initiatives?
Types of teams as to their effectiveness that will improve problem solving capabilities within organizations.
Explain the different types of influence tactics that will be of a help “if adopted” in reducing the organizational politics.
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Operant conditioning is a learning process where behaviour is controlled by its consequences. In this process an individual's behaviour can be modified through the use of positive or negative reinforcement.
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Talent management implies recognizing a person's inherent skills, traits, personality and offering him a matching job.
This Case Study focuses on various issues related to Labour Unrest at Maruti Suzuki India Limited.
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