HR Insights / Strategy & Policy Insights
By Mansour Bakr, PHRi, SHRM-CP
20 January 2018
20 January 2018
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Introduction
The succession planning process is the process of periodically reviewing the requirements, qualifications and competencies of employees at key positions and their potential successors in order to determine two to three successors for each senior role, and to design developmental activities to make sure that the successors will be qualified when they are needed. Positions needed to develop a succession plan? Succession plans are developed for roles which are identified as business critical roles. If a role has not been identified as a business-critical role, then the development of a succession plan is not required. Business-Critical Roles Business critical roles are those roles which the organization cannot do without to achieve its core objectives. As the organization and the business environment evolve, so does the identification of business-critical roles. A change in business strategy may have an impact on the positions considered as critical. What's the difference between succession planning & career development? Succession planning is a top-down approach which focuses on identifying, developing, promoting and assuring the business continuity with an ongoing supply of suitable candidates for business-critical roles. Career development is a bottom-up approach that focuses on the development of individuals to enable them to grow their skills and capabilities, and progress to the next career level. Succession Planning Process Overview The succession planning process overview undergoes four stages, which are detailed below. Exhibit 1: Succession Planning Process Overview 
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