Succesion Planning: Succession Planning In Slovenia

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Succesion planning is important subject in corporative governance and management. The structure of corporative governance defines distribution of rights and responsibilities between management, directors,employes and shareholders by defining rules and procedures within this structure, enabling to achieve short-term and long-term companies goals.To achieve these goals, a succession planning is a part of human resources management, a policy that companies carefully develop.
Human resources management, especially succession planning takes advantge of the individuals personality assessments which include their career anchors, individuals self-concept, that he or she will not give up, even in the face of difficult choices.The
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Succession planning is necessary in these companies. Majority of qwner -managers have no specific succession plan. The specificity of small companies: in Slovenia is a transition from socialistic to market economy with very short time of qwnership, which is individual, MBO –managers buy out type or EBO –employees buy out, Succession is just merely done in the family or the company is sold out . Dilema of succession in smaller and greater companies in Slovenia is very great because we do not have more generation tradition in business, so there is no good practice available like abroad, especially in European…show more content…
They respect and cherish them, treat them equally but they are also conscious about their responsibilities. Their goal is to have well motivated people, who will provide opportunities for company’s growth.
They also have strict policies concerning discrimination within the company that is not tolerated and is sanctioned. They are also committed to prevent any kind of health and safety issues related to work so they protect anyone that is taking part within the value chain.
Looking at career opportunities at the company there is wide spread of positions and naturally a possibility for promotion. They highlight three main key factors that are based on employees’ chance of getting a promotion.
Those factors are firstly their knowledge and skills that are followed by their performance. Secondly if an employee shows development in their field through time and is flexible and able to glide among different fields and categories then a person has good start in promotion. Lastly it is necessary to see how a person is connected to obligations with foreign countries because Nestle is a worldwide

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