HumanResourceReflection

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Human Resource Management Reflection
Not only do top managers impact businesses but also do their subordinates. Businesses are adversely affected when the managerial team retire or step down leaving positions that require competent individuals whose strategies align with the goals of the organization. While leadership development and successive planning in organizations may appear unnecessary, it is imperative if organizations seek to ensure continued success.
Successive planning involves identifying the right people who are a strategic fit for the leadership positions that ought to be filled. Mentoring these people ensures preparedness, familiarity, and mitigation of resistance after the appointment. Successive planning is also achieved through constant assessments and evaluation; and mentorship which encourage development and critical observation of future leaders (Cohn, Jeffrey, Khurana, and Laura 64). Further, it creates a talent tool for executives to pick managers who fit roles and provide necessary skills that the company seeks. As a result, management can maintain a balance between the demand and the supply of relevant skills set.
The article is a reflective piece on one’s perception of leadership and HR duties. Although I understood the role of HR in ensuring tasks were aligned with an individual’s skills, I have realized that CEOs and line managers are also tasked with the responsibility of guaranteeing competence of subordinates to fill leadership positions.

Therefore, as I equip myself with relevant knowledge and skills for the industry, I have to be mindful of the opportunities that may be open to individuals who exhibit leadership qualities.
Human nature may be inclined to believe that planning the exit of one from a corporate position is a taboo. However, these beliefs need to be erased to ensure businesses can compete and achieve their goals. Besides, successive planning can be adopted as a strategy that offers an advantage to companies that embrace it (Ready, Douglas, and Jay 68). Also, individuals need to be prepared for positions for them to undertake their responsibilities with diligence.
The article provides experiences which one can use to draw inspiration as they seek growth in their careers. Lessons learned in this course can be applied in my organization where I can propose a mentorship program which encourages training and evaluation of individuals to ensure that they are prepared for leadership positions. Further, it has provided insights on how I can become a better leader and ensure that I leave a legacy in my business endeavors.
In conclusion, successive planning is a concept that ensures continued leadership, growth and achievement of business objectives. Management ought to understand this concept and approach it with strategy. Therefore, it is imperative to adopt this concept to ensure a smooth transition of future leaders and continued success.
Work Cited
Cohn, Jeffrey M., Rakesh Khurana, and Laura Reeves. “Growing talent as if your business depended on it.” Harvard business review 83.10 (2005): 62.
Ready, Douglas A., and Jay A. Conger. “Make your company a talent factory.” Harvard business review 85.6 (2007): 68.