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Initiating a Succession Plan Simulation Training Class |
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Initiating a Succession Plan Simulation Training Seminar
Ulema, Inc. is a market research firm providing consulting, market analysis, strategic planning and technology forecasting services. The Ulema Reports Group (URG), a wholly owned subsidiary of Ulema, Inc., produces single and multi-client studies on fast-moving market sectors. The lifecycles for these studies are often as little as 6 months to one year from the start of development, so in order remain profitable, the company relies on a highly skilled research and production staff to collate data, analyze markets and write reports with extremely short turnaround times. More often than not, these studies are pre-marketed, so late deliveries or aborted projects can be quite costly.You are a VP and Principal Analyst for Pharmaceutical and Biotechnology Services. Two team leaders report to you: one responsible for the drug development market and the other for the industrial biotech market. One of your team leaders is scheduled to go on maternity leave in four weeks. You must find a temporary replacement as soon as possible, but have not been able to identify an internal analyst who appears qualified to take over her responsibilities. Thinking beyond the short-term, you realize that a succession program is necessary and go to HR for help to establish one for your department. As it turns out, URG has been struggling with high turnover company-wide and Sandra, the HR manager, is concerned. Before you know it, she has recruited you to be a corporate champion for a company-wide planned succession program.This simulation, the first of two in the series, has four scenarios and contains links to the following SkillSoft courses: LEAD0301, LEAD0302, and LEAD0304.
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Price |
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$74.95
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Agenda |
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Initiating a Succession Plan Simulation
- utilizing innovative methods for finding successors.
- defining the basis of a succession program.
- determining organizational requirements.
- building management commitment.
- benchmarking succession planning practices.
- linking succession planning to organizational strategies and requirements.
- identifying target groups.
- establishing an action plan.
- developing a mission statement.
- assessing employee potential.
- assessing future work requirements.
- communicating the succession plan.
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Audience |
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Managers and executives concerned about information and business continuity on a departmental level or organization-wide
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