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Succession Planning Case Study

1101 Words5 Pages

Succession planning was studied in-depth in the private sector, however; little emphasis was placed on the public sector, which can be the contributing factor for the lack of a succession plan in the BPD. This shortcoming has had serious implications on the future development and success of the BPD, creating huge gaps and uncertainty. The department has experience some difficulty in identifying those officers with high leadership potential and to train and develop them to become the next generation to carry on the mantel.
For the purpose of the paper, succession planning will be diagnosed from several perspectives, including a review of the current unwritten practice. Additionally, its success or otherwise overtime will be assessed to …show more content…

As with most public sector organizations, plans are in place for hiring and training, but no exit strategy for supervisors and managers who leave, and are difficult to replace. Most of the senior police officers simply serve their time and retire, without an appropriate transition period, this issue is compounded with the absence of a succession plan, which is design to reduce or eliminate the effects of identifying suitable replacements in advance of the vacancy, ensuring that they are prepared to carry on as required.
The ideal would be to adopt a succession plan to ensure a smooth transition, however; history has shown that this does not occur. This is based on the fact that succession planning has more components to it that simply recruiting officers, it involves building programs for officers at the various levels. Unfortunately, the BPD has not developed such a strategy leaving the future of the department remaining in limbo. The number of leaders leaving supervisory and management positions is great hence, creating a void for the next …show more content…

Most of the data currently monitored is useful for the present and not necessarily future trends which is important for effective succession planning. Also noteworthy, is time elapse in identifying suitable replacements for vacant senior positions, which is also due to the lack of proper monitoring. This deficiency has forced the department to rehire retirees to assist with continuity and hopeful training and development of the next generation of

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