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Succession planning and team formation
In today's complex business world, recruiting and retaining the best people are keys to success. In large, medium, and small companies, regardless of their type of business good people equals good performance. In many organizations the rate of employee turnover at almost every level is high (Mullins, 2005, pp952-953). As a result it is necessary to take certain actions that can minimize employee turnover and develop appropriate plans to grow talent within your own organization.

planning will be increasingly important. To be effective organizations should manage all parts of the succession planning process. First, as noted, it is important to recruit the right people for your organization. Assess your specific needs and develop an appropriate recruitment process to get the employees you need. Second, develop a personal development plan for each individual employee. Ensure your organization provides clear and appropriate
R. IV. Robertson PhD, Dean of Bang College of Business, KIMEP Nurakyn Raushan, MBA student, KIMEP
Most successful and well- known international companies, like BP, Tesco, 3M (Mullins, 2005, pp952-953) and Starbucks (HBSWK, 2006), use succession planning as one of their strategies to minimize employee turnover What do we mean by "succession planning"? In general, it is simply a strategy of the organization to build new leaders and or managers.
For example, when a vacancy does occur this technique ensures a pool of qualified "successors" who are specialized and capable of replacing the employee whose position has become vacant.
Succession planning is primarily in use in large companies because there arc more employees and moving employees depending on their qualifications and experience can be more easily managed. Currently, many smaller firms deal with the issue of succession only at the time the vacant position arises; increasing competition for good employees is forcing even smaller companies to "grow their own leaders". In fast growth economies like that of Kazakhstan it is important for companies to be ready in respect to filling vacancies and ensuring continuity of managers.
Personal development
To describe how succession planning works more clearly and make it understandable Figure 1 provides a series of key steps. As a first step, it is important to begin with recruiting good employees. Companies should develop a recruitment process that clearly establishes the types of employees and the skills they require to do their job at entry. Once recruited, most successful companies utilize personal development plans (PDP's) to chart a career plan for their employees.
These PDP’s assist employees to constantly broaden and improve their skills and add value to the company.
The diagram illustrates that for every management level there should be successor's identified and trained from the employees below.
This process must include all levels of the organization from entry-level managers to middle-level management and from middle managers to the senior manager. In the case of vacant positions proper succession planning provides a pool of trained, skilled employee who will be ready to move to the next level.
As companies recruit more aggressively building internal capacity through succession

. Figure 1	Succession Planning Key Steps

Senior
Manager

plans for the development of your employees. Establish a training plan for them to gradually grow them in your organization.
Mentors and protégés
Provide them with exposure to other parts of your organization to let them experience the full range of functions you do as a company. Third, recognize the success of your employees.
REFERENCED
Greenberg J. (2005) Managing 'Behavior in Organizations, Pearson, Prentice Hall. pp, 145-146
Mullins L. J. (2005) Management and Organizational Behavior, Pearson Education Limited, pp, 952-953 
J.M. Cohn, R. Khurana, L. Reeves. Harvard Business School Working Knowledge (2006) Take responsibility for Rising Stars.

Congratulate them on a job well done. Make them feel like valued contributors and as important members of your team. Fourth, carefully plan for employee turnover and create a system of mentors and protégés. Mentors are usually experienced and already have some status in the organization. They can help "bring along11 a new or "growing" employee. Protig6s are new employees whose position, salary and status reflect their "entry" status. Mentors can assist prot6g6s and "take care" of them and help them grow in the organization. The beneficiary of this type of system is the protect, the company and the mentor himself.
Mobility and competition
Currently, the phrase "long-term career" is markedly different that it has been historically. The number of employees who frequently change their work place continues to increase. New markets continue to develop (internet, technology) leading to increased staff turnover. Moreover, baby boomers will make the problem of staff turnover more important in the next few years.
The first baby boomers will retire in 2006. Many of the current senior and higher-level management positions will become vacant and it is unlikely that these positions will be filled by newer employees sufficiently qualified to fill these positions. In order to be stable and grow companies need to attract and hold professional employees and succession planning is one method that will undoubtedly receive increased attention.
The picture for Kazakhstani companies is similar to that of other countries. Turnover is relatively high as the strong economy promotes job mobility and competition for good employees. As companies in Kazakhstan grow that they will need to recruit, train and retain the best people for their organizations. The use of personal development plans and succession planning will assist these efforts.
"Main asset"
In conclusion the labor market conditions for all companies, large and small art changing. In particular the work force of tomorrow will be markedly different than that of the work force today. In order to improve organizations need to adapt to the changes in all spheres of their business. Changes in the workforce are very important, because most employers state that employees are "the main asset of the company". It is the company's choice how it will deal with its main asset. Organizations that actively develop their employees will be more ready to adapt to a changing global environment. Organizations with their own succession plans can more properly develop their own talent.