Global Human Resource Management | Report

Running head: HUMAN RESOURCE MANAGEMENT 1
Global Human Resource Management
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HUMAN RESOURCE MANAGEMENT 2
Introduction
Succession plans and mentorship remain an important management program that ensures
an organization. Succession plan especially the mentorship program enables the transfer of
knowledge, experience, and skills to the next generation of leaders. There are many different
aspect of the succession plan that determine the implementation such as people involved, barriers
to implementation, role of people, mentorship options and communication plan. The following
paper is a succession plan and mentorship policy for Liz Claiborne Inc.
Implementation barriers
Some barriers can potentially hinder the implementation of the succession policy plan
within the organization. The top three implementation barriers are
1. Financial barrier
2. Cultural barriers
3. Technological barriers
Addressing the implementation barrier
Firstly, there is a strategy to address the financial barrier that has a huge impact on the
implementation of the succession plan within the organization. The company will set financial
allocation that is devoted to the mentorship program to ensure that there is no financial barrier
limiting the succession plan. Secondly, cultural barrier requires training of employee to
understand the need for mentorship within the organization. This could be in terms of workshops
or seminars that aim at installing the culture of mentors among both management and employees.

HUMAN RESOURCE MANAGEMENT 3
This will reduce the cultural barrier affecting employees due to the limited adoption of
succession policy (Groysburg & Bell, 2014). Thirdly, the technological barriers can be addressed
through developing technological frameworks that assist the implementation of the succession
policy plan. The availability of appropriate technologies that will incorporate the mentorship
program and succession plan is a barrier that can be addressed to improve the implementation of
the policy (Salvato & Corbetta, 2013).
The role played by HR professional, CEO, and board of directors
Firstly, human resource professionals develop and lead the implementation of the
succession policy. Secondly, human resource management also plays an important role in the
identification of potential mentors and bringing them on board. The human resource
professionals determine the compensation for external mentors before reporting to the executive
and board of directors for approval. The human resource professionals should continue with the
role played in facilitation (Groysburg & Bell, 2014).
The CEO of Liz Claiborne Inc. plays an important role in being the chief executive of the
organization. Firstly, the CEO is the role model for other employees within the organization and
lead the mentorship program. Secondly, the CEO gets involved in communicating the
mentorship culture enable the plan to sail among other executives (Dawson, 2014).
The board of directors of Liz Claiborne Inc. is a key management organ that approves
various important decisions within the organization. The board of directors will approve both the
financial and policy aspects of the implementation to ensure there is a full success. The board is
also responsible for initiating the mentorship as most of the board members have experience in
the management of the organization (Form, Schlichting & Kaernbach, 2017).