Persistent Link:
http://hdl.handle.net/10150/608312
Title:
Succession Planning: The Life Cycle of an Employee
Author:
Baray, Alec
Affiliation:
UA South Organizational Leadership
Publisher:
The University of Arizona.
Issue Date:
May-2016
Description:
Peer Reviewed by Christina R. Kalel / Edited by Dr. Brandy A. Brown and Romi C. Wittman
URI:
http://hdl.handle.net/10150/608312
Additional Links:
http://brandyabrown.com/the-lab/
Abstract:
Veridian Consumer Services* provides consumers with prescription savings solutions, useful tools and decision support to close the gaps in prescription coverage for the insured, uninsured, and under-insured and their families. This project is Phase One in a study of Veridian’s internal processes and talent management system. The evaluation seeks to gauge Veridian leadership’s knowledge of the talent management life cycle; specifically, knowledge transfer and succession planning. Study results have shown that 83 percent of Veridian Directors and Executives feel the talent management practices at the company are effective. However, executive responses also show clear areas of improvement that are needed in order for the organization to adopt an effective succession planning process. Since this study only looked at one piece of the talent management life cycle, it has some limitations. With that in mind, a conceptual framework is presented for the talent management practices, as well as a process for creating a succession plan for key leadership positions at Veridian.
Language:
en_US
Keywords:
succession planning; organizational leadership

Full metadata record

DC FieldValue Language
dc.contributor.authorBaray, Alecen
dc.date.accessioned2016-05-04T23:28:29Zen
dc.date.available2016-05-04T23:28:29Zen
dc.date.issued2016-05en
dc.identifier.urihttp://hdl.handle.net/10150/608312en
dc.descriptionPeer Reviewed by Christina R. Kalel / Edited by Dr. Brandy A. Brown and Romi C. Wittmanen
dc.description.abstractVeridian Consumer Services* provides consumers with prescription savings solutions, useful tools and decision support to close the gaps in prescription coverage for the insured, uninsured, and under-insured and their families. This project is Phase One in a study of Veridian’s internal processes and talent management system. The evaluation seeks to gauge Veridian leadership’s knowledge of the talent management life cycle; specifically, knowledge transfer and succession planning. Study results have shown that 83 percent of Veridian Directors and Executives feel the talent management practices at the company are effective. However, executive responses also show clear areas of improvement that are needed in order for the organization to adopt an effective succession planning process. Since this study only looked at one piece of the talent management life cycle, it has some limitations. With that in mind, a conceptual framework is presented for the talent management practices, as well as a process for creating a succession plan for key leadership positions at Veridian.en
dc.language.isoen_USen
dc.publisherThe University of Arizona.en
dc.relation.urlhttp://brandyabrown.com/the-lab/en
dc.rightsCopyright © is held by the author. Digital access to this material is made possible by the UA South Organizational Leadership program and the University Libraries, University of Arizona. Further transmission, reproduction or presentation (such as public display or performance) of protected items is prohibited except with permission of the author.en_US
dc.subjectsuccession planningen
dc.subjectorganizational leadershipen
dc.titleSuccession Planning: The Life Cycle of an Employeeen_US
dc.contributor.departmentUA South Organizational Leadershipen
dc.description.collectioninformationThis item is part of the Organizational Leadership Distinguished Project Collection. For more information, visit http://uas-ol.businesscatalyst.com/index.htmlen_US
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