Function: Management Development and Succession Planning

In Management development and succession planning, their company needs all

the improvements in the following area: Individual assessment, Succession analysis/
Bench strength planning, executive education, executive coaching and high potential
problems.
Since their company is new and still establishing their management, they dont
have a systematic of objective way of assessing their employees. Instead of being
objective they use subjective approach in assessing employees performance. Same
thing with their bench strength planning because they are one man team, they are just
the ones who rotate in the job positions. The one who think the HR sees that can do the
vacant job will be the replacement and the position will move. So, it looks like internal
recruiting. Their executive education is also not that yet established and theyre just
attending outside seminars. The HR looks for current seminars outside, and then
booked the employees who need the training. In terms of executive coaching, the owner
or the president is also hands on and the leader of each department is helping or
coaching the employees under them specially if the employee has a potential and there
is a high-vacant position. Their high-potential programs is untreated meaning they dont
have it yet, like Ive said earlier they are still using subjective approach in term of
evaluating employees performance.