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The Golden Eagle Health Diagnostics, Inc.
CEO Succession and Selection Plan – Executive Brief
4-page document in the form of an “Executive Brief: CEO Succession and Selection Plan”, in MLA format
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Executive Brief: CEO Succession and Selection Plan - Outline
I.
II.
Executive Summary
Duties
III.
Strategic Plan
IV.
Compensation Strategy
V.
CEO Search Strategy
A. Internal Search
B. Outside Candidate
VI.
Post Requirements
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Executive Brief: CEO Succession and Selection Plan
Executive Summary
The aim is to get a successor to the firm through a process of identifying and hiring the
most talented individual. At the moment the firm needs a CEO who will fill a position that was
left vacant due to ill health of the previous Chief Executive Officer. The efforts towards the same
will take place as soon as possible as they need to be familiar with the company environment, as
well as, interact with the firm's customers. The expected time frame for this is by the end of next
month.
Experts from the human resource department will carry out the successor finding process.
The orientation period is estimated to take place within two months. The success of this process
depends on the coordination, as well as, the interviews that will take place in the organization.
The focus will be the attributes of the future CEO, and the firm's officials will hold meetings to
strategize on how they will get the same person.
Duties
The Board members of the organization with the collaboration of the Executive
committee will take the lead in searching for the future Chief Executive Officer. They will also
help in the planning process for the transition that is bound to happen in the organization. The
human resource and the information technology department will support the process through the
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professional support they will give, as well as, the technical support needed for the process to be
successful.
Strategic Plan
In the Organization, there will be meetings that will help come up with a plan that will
help the organization strategically get a person who would help get the company on track
towards future goals.
The company will assess the strengths and weakness of the outgoing CEO so that they
can improve in the choice they make in the future. The data will help create a determination
within a month.
Compensation Strategy
The compensation for the incoming chief executive officer will contain a one month paid
holiday to a location of their choice; they will get a chauffeur to get them to the place they want
to go to as long as they are employees of the company. They will also get a personal assistant
who will be paid by the company, but they will have a choice to choose who this will be. There
will be a salary survey about this so that the firm could offer the best for the most promising
CEO. The process of the survey will be within a month. That will also enable one to come up
with a budget that will cater to the demand of the potential candidate.
CEO Search Strategy
Internal Search
The search for the Chief Executive Officer will start from the internal candidates who
work within the company. That is because they are familiar with the c...