436 Index
individual development plans (IDPs), 74,
241, 249–259
and competencies, 89
definition of, 249–250
evaluating, 257
high-tech methods for making, 325
preparation of, 250–257
sample of, 258–259
values in, 97
individual discretion, in SP&M programs,
35–36
individualism, 51
Individual Potential Assessment Form, 230
individual potential assessments, 85, 224
233, 373
approaches to, 231–233
definition of, 225
exemplary performers in, 225–227
high-tech methods for, 324–325
identifying high potentials with, 227–230
individuals, roles of, 156, 376, see also parti-
cipants
informal SP&M, 108–109
in-house classroom courses, 262
innovation, 14
inplacement, 38
input, meetings for seeking, 174–175
insourcing, 352
institutional memory, xviii, xix, 9, 14, 30
integrated training, of participants, 185
intellectual capital, 22, 48
interactive debates, 148–149
interactive distribution and delivery, 318
internal development
alternatives to, 272–286
grooming individuals for, 260
integrating alternatives to, 284, 286
and internal successors, 257, 259–265
and recruitment, 289
and rendering key positions unnecessary,
272–283
strategies for, 259, 261–265
and tapping retiree base, 281, 284–285
internal promotion policies, 246–249
internal recruitment, 289–290
internal successors, 241–271
and acceleration pools, 270
American Management Association
www.amanet.org
action learning by, 270
bench strength of, 242–246
coaching of, 265–267
individual development plans for,
249–259
internal development for, 257, 259–265
leadership development programs for, 265
mentoring of, 268–269
promotion policy for, 246–249
internal talent pools, 28, 77
international assignments, 259, 264
Internet, 309, see also high-tech SP&M
methods
Interview Guides (worksheets)
for Benchmarking Succession Planning
and Management Practices, 125–128
for Collecting Corporate-Culture-Specific
Competency Development Strategies,
9596
for Determining the Requirements for a
Succession Planning and Management
Program, 120–121
interviews
about current practices, 110–111
behavioral event, 97–98
for benchmarking, 124–128
critical incident, 228, 229
determining organizational requirements
with, 118–119
exit, 303–304, 306, 354
for individual potential assessment, 232
for network charting, 194–195
inventories, 244, 325–327
involuntary turnover, 299
IRCA (Immigration Reform and Control Act
of 1986), 165
Ivester, Douglas, 11
Jacobs, Carol, 405
J.G. Industries, Inc., 403
job (term), 196
job analysis, 196–199, 218, 220–221
job competency, 87–88
job content coaches, 267
job descriptions, 196, 322, see also position
descriptions
job forecasting, 323–324
job posting, 248–249, 289–290

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