A study of succession‐planning practice in 12 large UK employingorganisations, selected for their considerable experience of producingand using succession plans, is…
A study of succession‐planning practice in 12 large UK employing organisations, selected for their considerable experience of producing and using succession plans, is summarised. Succession planning is taken to cover the identification of successors for posts and of posts for people (career planning). The major purpose is to show how organisations have recognised the inherent difficulties of succession planning and adapted it to be of practical value. The trends noted include: changes in scope and objectives, changes in the planning process itself and changes in information support. The pay‐offs and spin‐offs are summarised. Future issues are raised, particularly decentralisation, pressures to adapt fast tracks and succession planning in self‐development cultures.
Women in the UK do not achieve promotion into management as readilyas men. Their careers are slower even at early career stages. Thisappears to be due to a range of…
Women in the UK do not achieve promotion into management as readily as men. Their careers are slower even at early career stages. This appears to be due to a range of factors including the concentration of women in support functions and in specialist roles. Women may also be less likely to put themselves forward for promotion and to suffer discrimination through a combination of implicitly male role models, explicitly “male” selection criteria and subjective assessment methods. The trend towards defining management criteria more rigorously and assessing them less subjectively may be an important step towards promoting more women. Monitoring the retention and career progress of female employees is still undertaken only by a small minority of employers, and is a powerful step in the change process.
A review of the approach adopted by the Management CharterInitiative (MCI) towards the use of management competences, drawing oncontemporary research and journal articles…
A review of the approach adopted by the Management Charter Initiative (MCI) towards the use of management competences, drawing on contemporary research and journal articles, is made. In addition, use is made of insights and experience gained through involvement in the MCI Accreditation of Prior Learning (APL) pilot project conducted at Cheltenham and Gloucester College of Higher Education. Three major assumptions associated with the MCI competence approach are evaluated and a specific facet of the Cheltenham and Gloucester College APL experience, that of high delegate wastage, is examined. An expectancy model of motivation is used along with an action feedback model to illustrate and explain some of the potential reasons for a high drop‐out rate. The model affords an opportunity to provide a rationale to underpin needed action on the part of the major actors within the APL management competence approach. In conclusion, a number of summary propositions predicated by the review are given.
This is the title of an article by Sheila Rothwell in Vol. 91 No. 1 of the European Business Review. The developments in working trends, problems, legislation, and research in the context of equal opportunities in employment in the 1980s are examined. Attempted policy changes are detailed in the following areas: education, training, employment, trade unions, and social policy. There is discussion of three themes which have been the subject of debate: conforming to the male career model; obtaining greater recognition for “female” qualities, skills and attributes; and emphasis on a common humanity and maximising choices for both women and men. The likelihood of the success of each is discussed, and the third approach is supported. The implications for management development specialists are examined.