An integrative action research (IAR) on defining the effects of sink-or-swim training approach and establishment of succession training Program in BIG Pharma Company

• Main Author: Javier, David Creony H.
• Format: text
• Language: English
• Published: Animo Repository 2020
• Subjects: Executive succession; Executives—Training of; Human Resources Management
• Online Access: https://animorepository.dlsu.edu.ph/etd_masteral/6220; https://animorepository.dlsu.edu.ph/context/etd_masteral/article/13290/viewcontent/Javier_DavidCreony_11887737_1Edited.pdf
• Institution: De La Salle University

This Insider Action Research defined the positive and negative effects of sink-or-swim training approach and subsequently established a structured succession training program for new managers in BIG Pharma Company particularly in ABC department. In organizations with high turnover rate for managers, an effective succession training program is essential to ensure smooth leadership transition (Conger & Fulmer, 2003). Such succession training aims to benefit not only the new manager but also the entire department or team. However, ABC department has always relied to the sink-or-swim approach in training new managers. Sink-or-swim approach to training in organizations is an informal way of letting a new employee navigate an organization on his or her own in search for critical work elements such as role expectations and organizational norms (Bauer, 2010). Although this approach has implicit positive benefits to the new manager, the negative effects of this training approach as collaboratively defined in this study, prompted the necessary establishment of a competency- based succession training program for new managers. Conceptual frameworks used in the study are Employee Development Framework by Flowers and Jones, Kirkpatrick’s Training Evaluation Framework, and Beer’s Change Management Model. In a broader context, other organizations undergoing such similar situation could draw inspiration from this action research in its own establishment of a succession training program. As presented in this study, the succession training program was created through heavy collaboration and has prescribed the successful transfer of required competencies to the new manager. The program aims to ultimately equip the new manager in navigating through the new role without the need for unguided self-training.