Kutsimikizira Zam'tsogolo Ogwira Ntchito Anu: HRM Kukonzekera Bwino Kwa Nthawi Yaitali Mumasitepe anayi

It's more flexible when you plan to fill up the junior positions in the company, but for senior roles such as the VP of sales, or directors, it's a different story.

Mofanana ndi gulu loimba lopanda wotsogolera, lopanda anthu apamwamba opereka malangizo omveka bwino, chilichonse chingakhale chipwirikiti.

Don't put your company at a high stake. And by that, start with succession planning to make sure critical roles are not left vacant for too long.

Let's look into what Kukonzekera kwa HRM Succession Planning zikutanthauza, ndi mmene kukonzekera masitepe onse m'nkhaniyi.

M'ndandanda wazopezekamo

• Kodi HRM Succession Planning ndi chiyani?
• Njira Yokonzekera Bwino mu HRM
  • #1. Dziwani maudindo ofunika kwambiri
  • #2. Unikani antchito apano
  • #3. Pangani olowa m'malo
  • #4. Kuyang'anira ndi kukonzanso
• pansi Line
• Mafunso Ofunsidwa Kawirikawiri

Kodi HRM Succession Planning ndi chiyani?

Kukonzekera zolowa m'malo ndi njira yozindikiritsa ndi kukulitsa anthu amkati omwe angathe kudzaza maudindo ofunika kwambiri m'bungwe.

Zimathandizira kuwonetsetsa kuti utsogoleri ukuyenda bwino m'malo ofunikira ndikusunga chidziwitso, maluso ndi zokumana nazo mgulu.

• Succession planning is part of an organisation's overall talent management strategy to attract, develop and retain a skilled workforce.

• Zimakhudzanso kuzindikira anthu omwe adzakhale m'malo mwa nthawi yaifupi komanso yayitali pa maudindo ovuta. Izi zimatsimikizira njira yopitilira talente.

• Olowa m'malo amapangidwa kudzera m'njira zosiyanasiyana monga kuphunzitsa, kulangiza, kuthandizira, zokambirana zokonzekera ntchito, kusinthana kwa ntchito, mapulojekiti apadera ndi mapulogalamu ophunzitsira.

• Ogwira ntchito zapamwamba amazindikiridwa malinga ndi momwe amagwirira ntchito, luso, luso, utsogoleri, kuthekera ndi kufunitsitsa kukwezedwa pantchito.

• Zida zowunikira monga 360-digirindemanga, mayesero amunthundipo malo owunikira nthawi zambiri amagwiritsidwa ntchito kuti azindikire zomwe angathe kuchita bwino.

• Olowa m'malo amaphunzitsidwa pasadakhale, zaka ziwiri kapena zitatu asanafunikire maudindo. Izi zimathandiza kuonetsetsa kuti akukonzekera mokwanira akamalimbikitsidwa.

• Njira zake ndi zosinthika ndipo ziyenera kuwunikiridwa nthawi zonse ndikusintha momwe zosowa za kampani, njira ndi antchito zikusintha pakapita nthawi.

• Kulemba anthu ntchito kunja kukadali gawo la ndondomekoyi chifukwa si onse olowa m'malo omwe angakhalepo mkati. Koma cholinga chake ndikukulitsa olowa m'malo poyamba.

• Zipangizo zamakono zikugwira ntchito yowonjezereka, monga kugwiritsa ntchito ma analytics a HR kuti azindikire zomwe zingatheke komanso kugwiritsa ntchito zipangizo zamakono poyesa kufufuza ndi kukonza chitukuko.

Njira Yokonzekera Mapulani muHRM

If you are looking to create a solid succession plan for your company's human resource management, here are four key steps you should consider.

#1. Dziwani maudindo ofunika kwambiri

• Ganizirani za maudindo omwe ali ndi luso komanso omwe amafunikira chidziwitso chapadera kapena luso. Awa nthawi zambiri amakhala maudindo a utsogoleri.

• Look beyond just titles - consider functions or teams that are most critical for operations.

• Focus on a manageable number of roles initially - around 5 to 10. This allows you to build and refine your process before scaling up.

#2. Unikani antchito apano

• Gather data from multiple sources - performance reviews, competency assessments, psychometric tests, and manager feedback.

• Evaluate candidates based on critical role requirements - skills, experiences, competencies, and leadership potential.

• Identify high potentials - those who are ready now, in 1-2 years, or in 2-3 years to take on the critical role.

Pezani mayankho m'njira yopindulitsa.

Pangani kafukufuku wochititsa chidwi wa kwaulere. Sonkhanitsani kuchuluka ndi kuchuluka kwa data munthawi yomweyo.

#3. Pangani olowa m'malo

• Create detailed development plans for each potential successor - identify specific training, experiences or skills to focus on.

• Kuphatikizira omwe angakhale nawo pazantchito zomwe zili zofunika kwambiri pantchitoyo, monga M&A kapena kukulitsa bizinesi.

• Provide developmental opportunities - coaching, mentoring, special assignments, job rotations, and stretch assignments.

• Yang'anirani momwe zikuyendera ndikusintha ndondomeko zachitukuko nthawi zonse.

#4. Kuyang'anira ndi kukonzanso

✓ Unikaninso mapulani olowa m'malo, kuchuluka kwa kachulukidwe ndi milingo yokonzeka chaka chilichonse. Nthawi zambiri pamaudindo ovuta.

• Sinthani ndondomeko zachitukuko ndi ndondomeko malinga ndi momwe antchito akuyendera ndi momwe amagwirira ntchito.

• Bwezerani kapena onjezani olowa m'malo ngati pakufunika chifukwa cha kukwezedwa, kutsika kapena kuthekera kwatsopano komwe kwadziwika.

• Kupanga dongosolo kukwerakuti wolowa m'malo watsopanoyo afulumire msanga.

Yang'anani pakupanga njira yokonzekera zotsatizana za HRM zomwe mumachita bwino pakapita nthawi. Yambani ndi magawo ang'onoang'ono a maudindo ofunikira ndikumanga kuchokera pamenepo. Muyenera kuwunika antchito anu pafupipafupi kuti muzindikire ndikukulitsa atsogoleri omwe angadzakhale m'gulu lanu.

Chitani Milingo Yokhutiritsa Ogwira Ntchito Ndi AhaSlides.

Mafomu oyankha aulere nthawi iliyonse komanso kulikonse komwe mungawafune. Pezani zambiri zamphamvu komanso malingaliro atanthauzo!

Yambani kwaulere

pansi Line

An HRM succession planning ensures you're always finding and nurturing top-notch talents for your critical roles. It's good to regularly assess your employees, especially high performers, and provide the necessary development interventions to develop potential successors. An effective succession planning process can future-proof your organisation by guaranteeing no leadership disruption.

Mafunso Ofunsidwa Kawirikawiri

Kodi pali kusiyana kotani pakati pa kukonza zotsatizana ndi kasamalidwe kakutsatizana?

Ngakhale kukonza zotsatizana za HRM ndi gawo la kasamalidwe kotsatizana, omalizawa amatenga njira yokhazikika, yokhazikika komanso yokhazikika pazachitukuko kuwonetsetsa kuti kampaniyo ili ndi payipi yolimba ya talente.

N’chifukwa chiyani kukonzekera motsatizana kuli kofunika?

HRM succession planning addresses both immediate needs to fill key vacancies, as well as long-term needs to develop future leaders. Neglecting it can leave gaps in leadership that jeopardise an organisation's strategic plans and operations.