Preparing for my replacement??
grathbun
1 Post
Hi, I am the sole HR practitioner for a mid sized law firm. As the HR manager I think it's my duty to have a plan in place that can be used to help my replacement get up to speed and not have to re-learn everything I did. I'm not looking to leave anytime soon & I love my job. I just think it fair to the Partners that if I leave and don't have time to train a new manager, all my knowledge doesn't disappear with me.
I'm thinking about just sitting down and documenting all the major functions and tasks I perform (which is everything HR related here), through flow charts and related word documents. I'm looking for tips or ideas about how I may best do this, or other ways I should go about it.
I don't have an HRIS, but I've gotten the HR dept pretty much paperless at this point.
Thanks all for your input.
Comments
If you are a subscriber to BLR's website, there is a great section on succession planning (http://hr.blr.com/analysis/Staffing-Training/Succession-Planning/Alaska/). If not, I believe this resource is available free on the site (to non subscribers) http://hr.blr.com/whitepapers/Staffing-Training/Succession-Planning/5-Strategies-for-Effective-Succession-Planning/
I realize I'm a little late to the party here but since you indicated you're not planning to leave any time soon ...
You're already almost paperless so go a step further and create an online desk reference for your job. Include documentation on all the major functions of your position as well as a rundown of the tools you use and where to find things. Start with updating your job description and go from there.
Creating the documentation as you go through your daily/weekly/monthly/annual activities and responsibilities reduces the burden of sitting down and trying to remember everything you do and how you do it by spreading the effort over the course of a year, or maybe even less.
Hope this helps.
Sharon