Measuring effectiveness of organizational training and development activities

This thesis analyses Succession Planning and Management practices in international organizations, and specifically in UniCredit Group, with the goal of developing recommendations for improvement of UniCredit Group's existing practice. The theoretical part provides background knowledge about generics of succession planning and management, its evolution and connection with other Human Resource processes. It is followed by highlights of acclaimed best practices in mitigating risks in implementing succession planning and management systems. The latter acts as a beginning of the practical background of the thesis, as the empirical study aims at discovering strengths and weaknesses of the UniCredit Group in comparison with the theoretical models and the best practices presentation. Based on the latter, qualitative research has been conducted in cooperation with UniCredit Group's Central and Eastern Europe Sub-holding level HR Business Partners and Specialists. The hypothesis that UniCredit Group has a well-established succession planning and management system (up to the most possible comparison with theoretical models and best practices) has been confirmed. The analysis and synthesis of the results from both the theoretical and empirical part are the basis, on which recommendations have been developed.