Diverse succession planning: Lessons from the industry leaders
研究了如何将性别和种族多元化融入继任规划，通过文献和27位HR专业人士的访谈，提出改进策略、领导力、规划、发展和项目管理流程的建议，帮助组织更好地识别和培养女性和少数族裔作为关键职位的继任者。
Abstract Although practitioners and academics alike have argued for succession planning practices that facilitate better talent identification and creation of stronger “bench strength,” there has been little attention to the incorporation of gender and racial diversity with succession planning.We discuss practices and competencies for incorporating diversity with succession planning and identify methods for developing women and minorities as successors for key positions. Improvements in strategy, leadership, planning, development, and program management processes are suggested. Recommendations for process improvement are developed from the diversity and succession planning literatures and interviews of 27 human resource professionals from a broad range of industries. © 2008 Wiley Periodicals, Inc.