Best Succession Planning Building Bench Through Better Execution

Question: Discuss about the Succession Planning for Building Bench Through Better Execution? Answer: Introduction:- The strategic planning in the HR management is defined as the, integrating the HR management strategies and the system which achieves the overall success, mission and the strategies of the firm to meet the needs of the employees or the other stakeholders(Kaur Zafar, 2014). HR challenges in relation to the people and technology in terms of strategic planning:- There are 5 challenges in the development of the Human resource management from which here only we discuss three of the challenges in the development of the strategic planning in relation to the people and the technology- Invest in the leadership development as we believe that the leaders are born or to be made, but the company need to invest in the development and sustain of the leadership qualities. The real leadership training which involves the exposition of the best employees to the impressive leadership environment(H. Church, 2014). Create a culture of collaboration When the culture of the company demands the collaboration, the leaders have to do their best. To reward the individuals the success is necessary but not sufficient required. The culture of the collaborations of the organizations will require to have the developing leaders who were working together to keep the other employees up also in the leadership circle. Develop the communication skills the leaders of the company have better communication skills and the communication styled very widely as one can work for one organization cannot work for the other organization(Perks, 2004). This is considered to be a part of the culture of the company and need to set the bar for the high communication skills. The good communication builds the teams and the trust and the poor communication creates and to feed the uncertainty. Social networking be used to address some of the challenges:- Social media brings the revolution in connecting the people and to share the information. Social media sites like LinkedIn, Facebook, Twitter and YouTube changes the way to interact with many organizations which are struggling to respond(Robinson, 2007). The companies which might ignore the using of social media determines that many of his employees or the customers were using the social media which directly or indirectly affect the company or the organization. The social media are the worldwide phenomenon which continues to grow. The managers of the organization must consider that the social media touches the every part of the organization. With the question that should the organization required to use the social media it will bring into many questions like the organizational benefits and the risks of the using or not to be using the social media. The another question arose is that the purpose of using the social media. And in what ways the social media help in supporting or implementing the organizations business strategy. And then in relation to which, who are the relevant stakeholders which got affected by the social media. In the end it is to be seen that the social media provide many of the potential benefits but not guarantee anyone. So the managers should carefully determines the benefits and risks of the social media. References H. Church, A. (2014). Succession Planning 2.0: Building Bench Through Better Execution. Strategic HR Review, 13(6), 233-242. Kaur, T., Zafar, S. (2014). Impact of Social Media on HR Functions: A Review. Prabandhan: Indian Journal Of Management, 7(3), 26. Perks, N. (2004). Managing the HR challenges of a major global merger. Strategic HR Review, 4(1), 24-26. Robinson, V. (2007). Is contemporary HR management strategic?. Strategic HR Review, 7(1).