How nonprofit organizations can ensure stability and sustainability through succession planning: make HR a strategic partner in the process

  • Joseph C. Santora, Gil Bozer
  • Strategic HR Review, November 2015, Emerald
  • DOI: 10.1108/shr-09-2015-0069

What is it about?

An extensive body of literature has been dedicated to the succession planning challanges facing nonprofit organizations. Yet findings indicate that most moprofits fall short on this strategic task. In this paper we offer HR personnel five practical ways to promote and support succession planning activities fulfilling their role as HRBP.

Why is it important?

Succession planning issues are vitally important organizational issues. The identification and appointment of a successor will have a lasting impact on the organization. HR has a range of significant strategic roles to play in the succession process and the succession event itself from helping to structure a proactive approach to the inevitability of succession and to the design of guidelines for boards and departing EDs to follow in their searching for a successor including prerequisites, competencies and leadership skills to locate and select the best successor. Thus, leading to and ensuring organizational stability and sustainability.

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The following have contributed to this page: Dr Gil Bozer