Organizational Succession Plan Strategy

Organizational Succession Plan Strategy

FFH currently has 18 store managers who are over the age of 65, and most are considering retirement from the retail store chain. This presents quite the challenge in a changing economy with a global view, so there is an urgent need to create a new job description for the FHH store manager position and a succession plan strategy that addresses steps to take, policies to consider, and appropriate recommendations. If you choose to use a different organization, imagine a similar situation.

Include the following in your succession plan strategy for HR management and organizational leaders:

Analyze steps for designing a career development plan for FFH stores or a selected organization. What specific training programs should be included for these supervisory and management positions? What external development sources would you use? What legal standards need to be considered?
Explain what internal policies would need to be reviewed or implemented to support FFH’s or a selected organization’s succession planning initiative. How would diversity planning be impacted?
Recommend a succession plan strategy for each FFH position or a selected organization’s roles/titles. FFH’s positions include:
Assistant Department Supervisor.
Department Supervisor.
Shift Supervisor.
Assistant Store Manager.
Your succession plan strategy should demonstrate graduate-level writing skills through the accurate communication of thoughts that support a central idea and use of correct grammar and mechanics as expected of a human resources professional.

Additional Requirements

References: Support your analysis with at least two academic, scholarly, or professional resources from the Capella University Library.
Format: Resources and citations are formatted according to current APA style and format.
Length: Six pages, in addition to the references list.
Font and font size: Times New Roman, 12 point.