Week 5 Replenishing a Workforce: Effective Human Resource Allocation
Instructions:
Read Burkholder (Chapter 27) and Heneman (Chapter 3 and 5).
Research the university’s library and select one article on one of the following topics: Replenishing the Workforce, Succession Planning, Training new Managers, Internal promotions, and Autonomous Workgroups.
The subject matter of the article should correspond with the reading. 
The article should be research or peer reviewed articles. Do not use popular articles from Time, Newsweek, CNN, etc. 

In your summary, discuss the article's main premise and evaluate the premise, concept or content based on real-life applications from your work experiences and the required reading for the week. Look for comparisons and contrasts. 
Please include a title page and a reference page in APA format
Week 5 Replenishing a Workforce
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According to Kim (2012) effective human resource allocation improves successive planning in health care organizations, as the management is well placed to use the most appropriate strategies to meet the set objectives. The management and leaders of organizations consider succession planning to avoid limiting the organization’s performance. This requires that the leaders to improve profitability, to make it easier to recruit the best candidates and plan for success. Failures to consider leaders that are likely to take positions affect the ability of these organizations to thrive and remain competitive. Succession planning is associated with identifying, mentoring and grooming people who are likely to fill positions at the executive level. To evaluate the article’s premise on the direct link between succession planning and performance, I would evaluate how changes in succession planning programs have brought positive changes.
Replenishing the workforce and succession planning are important to ensure there is a smooth transition without affecting productivity. Hence, organizations identify effective internal talent schemes especially for the managerial jobs (Heneman, 2007). Efforts to ensure improved performance include succession planning programs including the replacement in strategic HRM. Additionally, having formal succession planning program demonstrates that the management and organizations are committed to professional advancement, and this is necessary to retain the best employees. Good organization performance is also associated with better succession plans, with staff recruited internally making it easier for them to fit in the organizational leadership.
In replenishing the workforce and succession planning, organizations have a program to develop knowledge, abilities, and human capital, highlighting that this differs from replacement planning. This supports the need to address competency gaps in organizations and developing the workforce to address these gaps. By building on strength and recruiting intern...