ABSTRACT
As discussed in Chapter 3 on human resource (HR) planning, SHRM requires sport organizations to respond to the changing nature of work and anticipated roles of employees and volunteers into the future. Succession and talent management strategies aim to develop HR capability and enable organizations to respond to change. This is achieved via adopting an SHRM approach that targets the retention of talented and essential employees and volunteers, provides them with development opportunities and career paths, and responds to evolving leadership capability requirements (Taylor, Watt & Bennett, 2004). In succession management programmes individuals are evaluated and promoted for their contributions to the organization-wide effort in order to keep the individual in the organization, to minimize attrition of talent and to limit the organization’s vulnerability to inevitable upheavals and change (Cohn, Khurana & Reeves, 2005).
