By Mansour Bakr, PHRi, SHRM-CP
20 January 2018
20 January 2018
The succession planning process is designed to ensure a systematic and consistent mechanism for identifying, developing, promoting and assuring the business continuity as it grows and diversifies with an ongoing supply of suitable candidates for ‘business critical’ positions within the organization. The essence of succession planning is all about constantly matching key talent in the organization with critical positions for business success.
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 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