Table of contents for Career planning and succession management : developing your organization's talent--for today and tomorrow / William J. Rothwell, Robert D. Jackson, Shaun C. Knight, and John E. Lindholm ; with Wei Aleisha Wang and Tiffani D. Payne.

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Note: Contents data are machine generated based on pre-publication provided by the publisher. Contents may have variations from the printed book or be incomplete or contain other coding.


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Contents
List of Tables and Figures
Preface
Acknowledgments
Part I: Making the Business Case for Moving Beyond Career and Succession Planning: Why They Must Be Integrated
Chapter 1	Reflections on the Contemporary Business Scene: Why Career 
		and Succession Planning Must Be Integrated
Chapter 2 	An Approach to Integrating Career and Succession Planning
Part II: Foundations for Integrating Career and Succession Planning
Chapter 3 	Establishing the Infrastructure to Support the Integration of
		Career and Succession Planning
Chapter 4 	Competency Models and Value Systems
Chapter 5 	Assessment and Evaluation for Careers and Succession 
Chapter 6	Development Planning and Career Advising 
Part III: Strategies for Integrating Career and Succession Planning
Chapter 7 	Training and Development 
Chapter 8 	Mentoring Programs 		
Chapter 9 	Coaching Programs
Chapter 10 	Self- Learning Programs
Chapter 11 	Self -Assessment Programs
Chapter 12 	Other Approaches
Part IV: Concluding Thoughts
Chapter 13 	Questions and Answers	
Chapter 14 	The Future of Career and Succession Planning
Appendix 1	What Is an Employee? The Answer Depends on the Federal Law
Appendix 2	Introduction to Career Counseling Competency Statements
Appendix 3	Leaders for Tomorrow
Appendix 4	Differentiating Between Coaching and Mentoring
Appendix 5	Coaching and Executive Coaching Websites
Appendix 6	Career Instruments, Tests and Surveys
Glossary
About the Authors
Index
List of Tables and Figures
Tables
Table 1.1	Self-Assessment Questionnaire About Your Organization's Employee Development Program
Table 1.2	The Relationship Between Population, Demand for Goods and Services, and
		the Labor Force
Table 1.3	Civilian Employment Opportunities and Available Labor Force: 2000 to 2010
Table 1.4	Workers with Non-Standard Work Arrangements
Table 1.5	Decision-Making Matrix
Table 1.6	Principles of Human Capital Management Common to Nine Private Sector Organizations
Table 2.1	Rate Your Organization on the Integration of Career Development and Succession Planning
Table 2.2	A Summary of the Figures
Table 2.3	Reasons and Importance for Sponsoring a Career Planning Program or 
		Succession Program
Table 2.4	How Long Have the Respondents' Organizations Operated a Career 
		Planning or a Succession Planning Program?
Table 2.5	The Most Effective Characteristics of Successful Career Planning and/or
		Succession Planning Programs
Table 2.6	Methods to Groom (Develop) Individuals
Table 2.7	What Are the Chief Benefits and Chief Difficulties That Your
		Organization Has Experienced from a Career Planning Program and
		A Succession Planning Program?
Table 2.8	What Is the Chief Reason That Your Organization Has Chosen
		Not to Sponsor a Career Planning and/or Succession Planning Program,
		In Your Opinion?
Table 2.9	How Are Decisions Made About Career Paths and Successors for
		Positions in Your Organization?
Table 3.1	An Interview with an HR Professional in a Healthcare Organization 	
	About Issues in Integrating Career and Succession Planning
Table 3.2	An Interview with an HR Professional in a Nonprofit Organization
	About Issues in Integrating Career and Succession Planning
Table 4.1	Competency Modeling Steps
Table 4.2	Values System Identification Tool
Table 4.3	Competency/Values Gap Analysis
Table 5.1	Assessment and Evaluation in Career and Succession Planning
Table 6.1	Internet Based Career Development Websites
Table 7.1	The Concept of "Work"
Table 7.2	Human Capital Cornerstones-Acquiring, Developing, and Retaining Talent
Table 7.3	Three Levels of Evaluation
Table 7.4	"The Career" in a Changing World
Table 7.5	Three Ways to Provide Training for Succession Candidates
Table 8.1	Determining Need for a Mentoring Program
Table 8.2	Characteristics of Informal and Formal Mentoring
Table 8.3	Differences Between Coaching and Mentoring
Table 9.1	Characteristics of Career Coaches, Career Counselors, and Career Development Facilitators
Table 10.1	A Comparison Between Training and Learning
Table 10.2	Comparing Informal and Formal Training and Development
Table 10.3	Guiding Model or Plan for Self-Directed Learning
Table 10.4	Sample Entries to an ILP
Table 11.1	Standardized Self-Assessment Tools for Organizations
Table 11.2 	Differences Between Mentoring and Coaching
Table 12.1	Effective Approaches to Skill-Gap Mitigation in Relation to the Individual, Organizational Management, and the Organization
Figures
Figure 1.1	Two Major Reasons for 58 Million Job Openings Between 2000 and 2010
Figure 2.1	A Step-by-Step Model to Establish and Maintain a Systematic Succession Planning Program
Figure 2.2	Individual, Organizational, and Societal Career Systems
Figure 2.3	Career Development and Succession Planning: An Integrated Model
Figure 2.4	Distribution of Survey Respondents by Industry Classification
Figure 2.5	Distribution of Survey Respondents by Number of Employees in the Respondents' Organizations
Figure 2.6	Distribution of Survey Respondents by Job Function
Figure 2.7	Distribution of Survey Respondents Based on How Many of the
		Organizations Have Recently Experienced Some Form of Large-Scale
		Change
Figure 2.8	Distribution of Survey Respondents Based on Whether Their	
		Organizations Presently Operate Both Career Planning and 
		Succession Planning Programs
Figure 2.9	Has Career Planning Become More Important to Your Organization
		Over the Last Few Years?
Figure 2.10	Has Succession Planning Become More Important to Your Organization
		Over the Last Few Years?
Figure 4.1	Competency-Values Flow Chart
Figure 5.1	Performance Feedback Alignment
Figure 5.2	Mission Driven Career and Succession Plan
Figure 5.3	Assessment Through Outputs
Figure 5.4	Team Stakeholder Measure Diagram
Figure 5.5	Results Pyramid
Figure 5.6	Mapping the Work Process
Figure 5.7	Role-Results Matrix
Figure 7.1	A Working Model of Organizational Career Development
Figure 7.2	Six Steps to Success from the Career Development eManual
Figure 11.1	Internal Organizational Individual Self-Assessment Model

Library of Congress Subject Headings for this publication:

Career development.
Executive succession -- Planning.