The CEO's Guide To Succession Preparing: Managing Threat ...

Students in an Online MBA in International Business program can expect to study international financial management, international marketing, international management, as well as other subjects. Coursework focuses on issues of shifting outlooks for international business, international trade, international business, international finance, international economics, as well as other considerations relating to international business.

MBA International Business Management Online

Today?s succession planning efforts are characterized by fragmented, inconsistent, paper-based processes.

• Program ; Process Foundation
  • Align program with broader business strategy
  • Define processes independent of technology

• Technology Foundation
• Must support and enable key processes
• Must integrate learning and development
• Must link seamlessly to other business processes, especially performance management
• Must centralize and consolidate key information and data
• Must be easy for managers and employees to use

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Drive Succession Planning Deeper into Your Organization

The key to extending succession planning into the organization is to provide career development planning to employees. Establish Dynamic Talent Pools to Improve Pipeline Visibility

Centralized talent pools provide CEOs with global visibility into their talent pipeline and overall organization bench strength. Dynamic talent pools should take the guess work out of succession planning by aligning employee assessments, competencies, development plans, and learning programs. Promote Talent Mobility to Retain High Performers

• A business strategy that facilitates organizational agility and flexibility
• A mechanism for acquiring and retaining high performing and potential talent
• A proactive and ongoing approach to succession planning rather than a reactive approach
• Focus on costly external recruiting vs. internal sourcing
• Increased high performer churn
• Reduced employee engagement
• Reduced flexibility as business conditions change
• Current workforce analysis: Includes detailed talent profiles, employee summaries, organization charts, competencies, and job profiles.
• Talent needs assessment:; Assess employees on key areas of leadership potential, job performance, and risk of leaving.
• Future needs analysis: Development-centric succession planning to create and manage dynamic, fully-populated talent pools.

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Integrate Succession Planning to Broader Business Processes

Succession planning is not a silo. Outputs include nominee pools, successor pools, development/learning plans, and reports.

Additionally, a single technology platform promotes the linkage of learning and career development to succession planning. Succession planning, done correctly, is all about process and supporting technology integration.

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