Towards a Succession Planning Framework of Supervisory Levels in the Food Company

Abstract

Employees are an organization's most precious asset. The Workforce is regarded as one of the most significant assets in any company; a lack of Workforce may result in an organization's inability to achieve its objectives, failure to survive, or, worst of all, business closure. Their skills, expertise, and experience are irreplaceable. As a result, to go forward, firms must concentrate greater focus and value on their employees' contributions. Thus, succession planning plays a significant role in every industry. The researcher utilized a triangulation research design. Triangular in the sense that the theoretical framework will be analyzed through synthesis writing. The researcher utilized descriptive statistics in answering the question on the demographic profile of the respondents and the food company's profile. The problem specified in this study suggested the suitability of a t-test statistical test to compare the means of the samples. The researcher utilized regression analysis to examine the cause-and-effect relationship of the variables. Based on the results, identifying Critical roles, identifying Potential Successors, developing a development plan, and Evaluating progress affected the employee position. In this study, the target population was the food company located in National Capital Region (NCR). This study considers companies that are 20 years in the industry. Based on the results, identifying Critical roles, identifying Potential Successors, developing a development plan, and Evaluating progress significantly affected the employee position.
- Establish Performance Evaluation Criteria. The following must be considered in evaluating the employees' and potential successors' performance.
- Establish a regular performance review and coaching session, especially for those identified as potential successors.
- Establish an employee engagement and retention plan for their existing and future employees.
- Establish a training and development plan and system and policy that includes conducting a training needs analysis of the current employees in the organization.
- Establish a job analysis and evaluation system to identify critical roles.