Ensuring appropriate leadership personnel is one of the key business strategies. Turnover in leadership positions and the need for succession can occur due to retirement, resignation, or various other reasons. Companies can choose either internal or external succession. A succession strategy can be defined as a company's plan to fill key positions. For a company to ensure effective internal succession, it must identify its succession needs in a timely manner, recognize potential successors, and ensure they develop the necessary competencies to take on key roles. Alternatively, the company must take appropriate actions in the case of external succession. A characteristic of a project-matrix company is that employees report to at least two superiors: one who is responsible for their equipment, training, and work distribution, and a project manager who directs their daily work activities. The theoretical part of the master’s thesis defines the concepts of organizational structure, workforce planning, employee development, and leadership within an organization, supported by a study of secondary sources. The empirical section contains a presentation of Company X and an analysis of semi-structured interviews conducted to test the hypotheses. The aim of the thesis is to analyze the current state of succession planning in Company X and to identify further steps toward establishing an effective succession planning strategy.
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