PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Learning & Teaching Fellow (retired)
Insolvency N Gst Professional
Nagarkar Vinayak L
Hr And Employee Relations Consultant
Use factoHR and automate your HR processes
Mobile-first hire to retire HR and Payroll software that automates all HR operations and works as a catalysts for your organisational growth.
nashbramhallDear Anonymous Please let us know why you have raised this question, as you want an example from India, while you are based in Kuwait.
From United Kingdom
Nagarkar Vinayak LDear Colleague,
Very glaring example in India was that of planned activity of finding out Ratan Tata's successor which unfortunately did not work out well.
From India, Mumbai
MT52Mahindra Group has done their succession planning, however remains to be seen how it will shape up.
From India, Mumbai
shivangi-varmaHi, Since I am pursuing my PG from India and it is a part of the project hence requesting for help
From Kuwait, Salmiya
nathraoMany big business houses are family run-Reliance,Godrej etc.Succession planning is a struggle:The big corporate houses like TATA Sons, Infosys, and many other companies are struggling hard to find the suitable alternate leaders for top-level positions.
US has no such issues about succession planning in huge companies like Microsoft,Apple etc.
Exit of Mr. Bill Gates and Mr. Steve Jobs and others did not hamper the business house performance, also it did not affect the investors
Personally I feel: Leaders, are reluctant to identify the successors and in shaping them for the next generation of businesses.
In other words, it is an ego-problem. It may be intentional by ignoring successors, thinking that they are the rivals.Also they want control in family only.
Refer this link:https://www.business-standard.com/ar...2200041_1.html
Pressure from market which needs long term business continuity plans will make sure that succession plans are made and people identified.
Professional business cannot run without long term planning.
From India, Pune