Succession Plan as an Ethical Obligation, HRM Essay Example

Ethical obligations work with things that a firm or firms do for moral reasons. Some of the things that the firms would do for moral reasons include, proper treatment of their customers and employees. That would help in the easy creation of a succession plan by the human resource manager. A succession plan is very beneficial from the business perspective since it helps in identification of the suitable people for different positions in a firm. That helps reduce disruption in the firm that other people working in it may feel when one of the employees leaves (Deards, 2014).

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Additionally, the succession plan is vital for any running firm as it ensures that the critical managerial requirements are met during the transition process amid the managerial employees. Therefore the organizations seem to have an ethical obligation to always have succession plan always to work with. That is because, those organizations that provide critical goods and services and are time sensitive to their clients like most human service- related outcomes and the medical care are at a better running position (Moore, 2013). If failure to be consistent with continuity during the transition time, there can be detrimental effects on others' lives. Thus in such cases, there is a great need for succession planning of a firm as it is displayed as an ethical obligation to the firm.

Again, it is advisable for the sake of the employees' benefits who are likely to be affected by the transition to make sure that the individuals in the organization have a definite idea of how successions can be organized in the managerial authority. That will enable the employees not to feel excessive stress in turbulent times (Moore, 2013).

Succession planning is also an ethical obligation to any management of affirming as it is a process aiming at maintaining the talent pipeline. If done in the right way succession plan may integrate several internal processes like talent management among the employees, retention of employees' initiatives and the ability to measure the results of the plan. Although some human resource managers and business leaders view succession planning as very complex and related to only the big firms, but it is not so. Even the least unsophisticated firms use successional planning even if they have few resources to use for knowledge management plans and the structured and formal employees' development (Moore, 2013).

Succession planning will also give state agencies ability to provide training and opportunity development to their future leaders like the Chief Executive Officers. Being an ethical obligation, the agencies need to have a follow up of what their future planned leaders are capable of and in case of any defect observe in the target leader they offer enough training on how he or she can perfect his or her work (Deards, 2014). That enables one to have the best skills in their work especially in an area of specialization and enables one to build his or her bench strength.

Lastly, succession planning of a firm should be practiced since it is not only of financial benefit but also a moral and ethical obligation to the business company. In case a qualified member is leaving the company it is very easy to get and replace a similar qualified person in the same position thus reducing even management issues in a firm especially medical care organizations (Deards, 2014). Also, succession planning makes leaders engage their employees in challenging assignments that is morally go for them as it helps the employees support their career objectives. That strategy thus helps the firm meet their employment equity objectives.

References

Deards, K. D. (Ed.). (2014). Succession Planning and Implementation in Libraries: Practices and Resources: Practices and Resources. IGI Global.

Moore, M. J. (2013). Succession planning. Wisconsin Lawyer.