PHRi Exam Dumps : Professional in Human Resources – International

A system administrator monitors and examines system usage to ensure compliance with organizational policies. HRCI notes that this role involves overseeing IT resources to prevent misuse, ensuring security, and maintaining system efficiency.

Discussing with the employee how to handle the announcement allows them to address concerns directly and fosters open communication. HRCI advises that handling sensitive issues like demotion with transparency and empathy helps support employee morale and fosters a respectful workplace culture.

Here is the correct order for the succession planning process steps:

Establish present and future leadership roles

Identify high-potential employees

Evaluate the performance of high-potential employees

Build and review development plans

Assess the effectiveness of the planning process

This order follows the logical progression in succession planning, starting with defining leadership needs, identifying potential successors, assessing their capabilities, developing them, and finally evaluating the process to ensure effectiveness.

Step 1: Establish Present and Future Leadership Roles

The first step in succession planning is to identify the key leadership roles within the organization that need to be filled now or may need filling in the future. This includes both current leadership positions and potential roles that may emerge as the organization grows or changes. According to HRCI guidelines, defining these roles helps HR and leadership understand the skills, competencies, and experiences required for each position, providing a foundation for succession planning.

Step 2: Identify High-Potential Employees

Once the roles are defined, the next step is to identify employees who have the potential to take on these leadership roles. High-potential employees are those who demonstrate strong performance, leadership abilities, and the capacity to grow within the organization. Identifying such employees early allows the organization to focus on individuals who can be groomed for future roles. HRCI emphasizes that identifying high-potential employees is critical to ensure a pool of ready candidates for succession.

Step 3: Evaluate the Performance of High-Potential Employees

After identifying high-potential employees, it’s essential to evaluate their current performance in their existing roles. This step involves assessing their competencies, leadership skills, and readiness for more responsibility. Evaluation can be done through performance reviews, feedback from supervisors, and assessment tools. According to HRCI, this step helps organizations ensure that candidates have a solid track record and possess the qualities needed to succeed in more demanding roles.

Step 4: Build and Review Development Plans

With evaluations complete, the next step is to create tailored development plans for each high-potential employee. Development plans may include training, mentoring, stretch assignments, and other growth opportunities. The goal is to close skill gaps and prepare these employees for the demands of leadership roles. HRCI advises that development plans should be regularly reviewed and adjusted based on the employee's progress and any changes in the organization’s needs.

Step 5: Assess the Effectiveness of the Planning Process

The final step is to evaluate the succession planning process itself to determine its effectiveness. This involves assessing whether the high-potential employees are developing as expected, if the development plans are achieving the desired results, and if the organization is prepared for potential leadership transitions. According to HRCI, assessing the process helps identify areas for improvement and ensures that the succession plan aligns with the organization’s long-term goals.