Peer Reviewed by Christina R. Kalel /
Edited by Dr. Brandy A. Brown and Romi C. Wittman / Veridian Consumer Services* provides consumers with prescription savings solutions,
useful tools and decision support to close the gaps in prescription coverage for
the insured, uninsured, and under-insured and their families.
This project is Phase One in a study of Veridian’s internal processes and talent
management system. The evaluation seeks to gauge Veridian leadership’s knowledge
of the talent management life cycle; specifically, knowledge transfer and succession
planning.
Study results have shown that 83 percent of Veridian Directors and Executives
feel the talent management practices at the company are effective. However, executive
responses also show clear areas of improvement that are needed in order for the
organization to adopt an effective succession planning process.
Since this study only looked at one piece of the talent management life cycle, it
has some limitations. With that in mind, a conceptual framework is presented for the
talent management practices, as well as a process for creating a succession plan for
key leadership positions at Veridian.
| Identifer | oai:union.ndltd.org:arizona.edu/oai:arizona.openrepository.com:10150/608312 |
| Date | 05 1900 |
| Creators | Baray, Alec |
| Contributors | UA South Organizational Leadership |
| Publisher | The University of Arizona. |
| Source Sets | University of Arizona |
| Language | en_US |
| Detected Language | English |
| Rights | Copyright © is held by the author. Digital access to this material is made possible by the UA South Organizational Leadership program and the University Libraries, University of Arizona. Further transmission, reproduction or presentation (such as public display or performance) of protected items is prohibited except with permission of the author. |
| Relation | http://brandyabrown.com/the-lab/ |
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