AMAZONS Career And Succession Plan Differences 1-2 Pages

Proposed Career & Succession Plan

Amazon’s current Pathways Program focuses solely on those employees who have MBA degrees; however, a great career and succession plan is inclusive of all employees, whether they are looking to move vertically or laterally (Succession Planning, n.d.). Succession planning is defined as a process or plan put into place to determine what will happen when an employee leaves a position (Shand, 2010). A good succession plan also helps to put employees on the right track to becoming a leader within the organization or an asset in another position within that same company.

Any career and succession plan begins with the human resources department ensuring that the company has a process in place to ensure that the organization’s staffing needs are met and a process to ensure that if staffing levels change the impact on the organization is minimal (Shand, 2010). A list of objectives should be made in alliance with the company’s strategic vision so that both management and employees know what to expect from the plan (Shand, 2010). Amazon should also make sure that employees and potential employees have access to any job openings within the company, which also includes creating relationships with colleges, universities and other institutions for access to students with the necessary skills, knowledge and abilities (Miles, 2009).

Assessing job openings and internal candidates should be the next step in the career and succession plan for Amazon (Miles, 2009). Human resources professionals should determine what positions are available and what gaps exist and what employees have the skills needed to successfully fill those positions (Miles, 2009). Employees who may not be ready for an upward promotion may be able to make a lateral move. As a part of employee development Amazon should offer training courses and seminars during work hours, as well as offering tuition reimbursement at local colleges (Miles, 2009). Once employees have been given ample time to increase their knowledge base and skillset Amazon should reassess the employees and place them in positions that they will flourish in and provide the greatest benefit to the company.

Finally, Amazon will need to closely monitor the career and succession plan to determine what works and what does not. Employees who don’t necessarily fit the mold should be given alternate opportunities within the company or placed on a performance plan (Shand, 2009). The outcomes should be compared to the objectives as stated at implementation and changes should be made accordingly (Shand, 2009).

 

References

Miles, S.A. (2009, Jul 31). Succession planning: How to do it right. Forbes. Retrieved from

https://www.forbes.com/2009/07/31/succession-planning-right-leadership-governance-

ceos.html

Shand, J. (2010, Jan 4). Five key elements of the succession planning process. Charity Village.

Retrieved from

https://charityvillage.com/Content.aspx?topic=five_key_elements_of_the_succession_pla

nning_process&last=538

 

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