Succession Plan for the Sporty Sneakers Paper Example

It is necessary for the sporty sneakers company to ensure there is an establishment of a succession plan. The essence of developing the succession plan is to recognize that the immediate sales representatives will not be with the organization indefinitely. Thus, it is vital to design the procedure and a plan that will tackle the changes likely to occur in the future once they leave the company (Bollefer & Malach, 2009). Due to the current economic conditions, it is essential for the company to come up with concepts that will help when recruiting team members. This involves hiring sales representatives who have high level of skills and experience as well as enhancing the growth of employees in the company by nurturing them. Subsequently, through our succession plan, our workers will be equipped with knowledge, skills, experience, qualities, and the willingness to lead in key positions within the Sporty Sneakers Company.

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What are the critical knowledge, skills, and abilities (KSA) of that position?

One of the most critical elements required for positions is having both verbal and written communication skills. The core of any business is communication regardless of what one is selling. Therefore, it is crucial for the sales representatives hired to be able to read the sports shoe description as well as communicate the same to clients with confidence and finesse approach to buyers. The other KSA required for this position is customer service. This will develop a situation where customers feel appreciated and valued regardless of their attitudes. The recruits to the position of sales representative should have the KSA of anticipating how customers will respond.

Will you select, train, or both for these KSAs?

Sporty Sneakers shall search for potential recruits organically and will examine the KSA required for the position since this will determine the effectiveness of the candidate once given the task. Subsequently, we will also offer important knowledge training, experience and equip the candidate with the required abilities so that we can have best-qualified employees who can take up an increased role of responsibility. The training sessions will be in line with our Sporty Sneakers' vision and goal so that our employees can effectively engage with customers and provide excellent services.

How will you ensure your selected successor does not leave the firm?

This will be attained by proper communication about the succession plan in the entire company. This will make the successor to see significant opportunities available in the future, and he or she will choose not to leave the company. Notably, it is also crucial to establish powerful incentives (Bollefer & Malach, 2009). This will involve the succession plans of the company and which employees fit for the positions available. It is also necessary to ensure that the owners of the company are aware of the decisions made about succession.

What succession planning process will you use?

Our management team will come up with a succession planning process that will project the employment needs in the days ahead. In that, there will be an analysis of the current employee levels, ascertain the workers' movement, envisage the future needs and developing a plan for external hiring (Bollefer & Malach, 2009). Based on the levels of employment demands identified and the availability of resources, the company's strategy will entail promoting and nurturing workers from within Sporty Sneakers. The employees who are noted to have KSA and the willingness to continue working will be groomed for higher ranks in the organization after evaluating their current and future needs. The plan will also involve training the existing employees and will only consider external recruitment in instance where there are internal capability gaps.

Reference

Bollefer, S. F., & Malach, D. (2009). The business in transition: Making the succession plan work. Markham, Ont.: LexisNexis.