There is need to understand what strategic plan is, in order to know how to deal with succession planning & skill inventory of an organization therefore will be defined strategic planning as a management tool, used for one purpose, that is to help on organization to do a better job – to focus its energy, to ensure that members of the organization are working towards, the same goals, to asses and adjust to organization's direction in response to a change environment. In short strategic planning is a disciplined effort to produce fundamental decisions and actions that shape and guide what an organization is, what it does and why it does it with a focus on the future. This definition provides the key elements that underline the meaning and success of a strategic planning process, the process is strategic because it involves the preparation of the best way to respond to the circumstances of the organizations, being strategic then means being clear about the organization objective being a were of the organization resources and incorporating both into being consciously responsive to a dynamic environment.
The process is disciplined in that it calls for certain order and pattern to keep it focused and productive, the process raises a sequence of questions that helps to examine experience, test assumptions, gather and incorporate information about the present and anticipate the environment in which the organization will be operating in the future.
The three main steps are
– Formulation of the organizations future mission in light of changing external factors such as competition, technology, customers and regulation
– Development at a competitive strategy to achieve its mission
– Creation of an organizational structure which would deploy resources to successfully carry out its competitive strategy
Having understood what strategic plan is, we can define succession planning, In today's highly competitive global environment, human capital in an organizations most important asset, it is ongoing effort to develop a strong and capable workforce and also to bridge the competency gap such that at the exit of a key player in an organization, a competent replacement is available to man such key position. Succession planning focuses on three main areas. First it addresses the needs of the organization as senior management ages. It is not unusual for a management top particularly CEO to spend years leading an organization, during that period business pratices and procedures becoming incrementally entrenched and daily issue take precedent, through succession planning there is a conscious effort to prepare someone to assume the top position after the retirement of the founder or the CEO, failure to do this wreaks havoc in the organization second success succession play helps on organization to prepare for an unexpected event, it is often difficult to plan for unimaginable yet the sudden illness or death of a key executive can reverberate through an organization, paralysis both management and staff and impeding the organizations ability to execute its business plan, unfortunately, disease automobile accidents and other disasters are an ongoing reality. Although it is not feasible to plan for every possible scenario and specifically, the loss of several key leaders at the same time, it is realistic to map out a chain of command and understand who will assert control if and when a key executive is lost.
Finally, success planning ensures that an organization has the right personnel to function at peak efficiency; many organizations strive to identify key objectives and business goals and shape a work force accordingly because there is a need for specific skills and competencies through the organization. Not only does succession planning serve as a way to create an organizational hierarchy, but it also help organization manage change in a holistic ways.
Skill inventory also is a management its often refers to as manpower budgeting in some organizations and it is carried out in the light to know the strength of an organization in relation to employees, also breaking it down to what they do as their responsibility, the department where they function, qualification, entry date, when due for promotion or retirement any point in the life of the organization. Skills inventory to a large extent gives insight into the abilities, skills, training and experience of employees and these is need to know if the skills would match future demands and changes in mode of operation which we would arise because of technological changes due in the future .
Having understood the concepts discussed above, the impact of recruiting on the organizations strategic plan, including succession planning and skills inventory can be summarized to take into account many factors, firstly, there is an understanding that an organization with a strategic plan has a mission which has was clearly spelt out and to realize this the human resources which would carry out the plan is a concern to the organization, here the issue of recruiting because important because the need to have the candidate with the necessary skill for the position, which would be vacant as a result of the exit of a key player in the organization, in order to bridge the competency gap that a vacancy could create, the organization already having this picture through skill inventory done would begin to make plans such as looking in ward by training the staff they have on ground to meet the required change and challenges that would arise a the future, the trend in the business world t oday do not see training as a tool that could be used for success planning because employees being dynamic tend to move from one organization to another, this makes training become a wasteful investment to an organization, however recruiting is done with a clear picture in relation to the strategic plan, in that the interested qualified candidate is considered, does he have the ability to meet this challenging task, does he have the qualification, the experience, does he believe in the vision of the organization.
In conclusion, success planning and skill inventory are complex task that requires constant attention and ongoing resources, organization real devote reasonable time and resources to mapping out skills and competencies, so that they can recruit and train appropriately and achieve a distinct competitive edge organization should view recruiting in line with succession planning & skill inventory as a continuing process rather than an event that must be addressed every year or two. Recruiting must be done always giving consideration to the strategic plan which is the goal and objective of the organization, by having the manpower to meet the now needs and future and blocking all avenues which could give rise to gaps in talent and fill them more effectively and at the appropriate time and at all levels in the organization.