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Leadership - Strategic Career & Succession Planning - E Book - Riverforest Connections Leadership - Strategic Career & Succession Planning - E Book - Riverforest Connections
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Leadership – Strategic Career & Succession Planning – E Book

Leadership - Strategic Career & Succession Planning - E Book

Leadership – Strategic Career & Succession Planning – E Book

1,950.00 1,300.00

E Book – A Book that breaks the myth – Careers in one organization! Careers are seen as successive job responsibilities ultimately leading to a desired state in one or many corporate hierarchies. Long hierarchies would cease to exist in a flat, horizontal organization careers. This eventually means that in situations where the career match does not take place within the organization the individual continues to look for career opportunities in various other organizations.

This leaves organizations fewer options for retaining trained manpower for extensive lengths of time forcing them to select and extract productivity in a short span of time. Harsh but true. This phenomenon would lead to defining people oriented strategic policies keeping conversion of tacit to explicit knowledge in the horizon. In specific short-term situations, reward orientation of a selective lot who are perceived as high performers is done exclusively and explicitly. For the others who are relatively at the middle order/solid performers of the performance scale are rewarded overtly conveying the organizations point of view about them on where they stand in comparison.

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Product Description

E Book – A Book that breaks the myth – Careers in one organization! Careers are seen as successive job responsibilities ultimately leading to a desired state in one or many corporate hierarchies. Long hierarchies would cease to exist in a flat, horizontal organization careers. This eventually means that in situations where the career match does not take place within the organization the individual continues to look for career opportunities in various other organizations.

This leaves organizations fewer options for retaining trained manpower for extensive lengths of time forcing them to select and extract productivity in a short span of time. Harsh but true. This phenomenon would lead to defining people oriented strategic policies keeping conversion of tacit to explicit knowledge in the horizon. In specific short-term situations, reward orientation of a selective lot who are perceived as high performers is done exclusively and explicitly. For the others who are relatively at the middle order/solid performers of the performance scale are rewarded overtly conveying the organizations point of view about them on where they stand in comparison.

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RiverForest Connections Inc. (USA)

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