That title comes from a paragraph in Alan Weiss’ book The Consulting Bible, which reads:
Most organizations relegate succession planning to the human resources division of department, which is a cardinal sin. Succession planning is one of the most important strategic decisions that any enterprise engages in on a continuing basis, and is an executive accountability, never a staff funciton (and certainly never a function of an area with as little respect and clout as HR has in most organizations.)
Now I am a big fan of Alan’s and I have many of his books and try to follow his consulting advice. But, because of my view of HR I was a bit taken aback at that paragraph as well as this one.
This is the fundamental reason why you cannot entrust career development to the human resources department. It lacks the clout, the understanding of the organization’s strategic intent, and the competence to create and manage the system…. When you see the HR people tasked to find coaches or develop leadership programs, you know that senior management has abdicated its responsibility. …. When you ask anyone in the organization where you can find the best and the brightest no one is going to point you toward the HR offices.
Generally I talk about a subject and then offer my point of view and steps to be followed. However, in this post I am looking for reactions. I want to hear from you. What do you think of Weiss’ statements? Is he on or off the mark in your organization? And once you have reacted pass this on to your management team and get there reaction.
Please report back by leaving a comment, even if it is an anonymous one. I really want to know.
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