Did you know?

Do you know that only 1% of the companies admit that their succession planning process is outstanding?

Did you know?

Do you know that only 1% of the companies admit that their succession planning process is outstanding?

And more than 60% of the companies bluntly admit that their succession planning process is fair or even worse.

Succession planning process

Fundamentally, succession planning is a conscious decision by an organization to nurture and promote the continuous development of employees

Succession planning process

… and to make sure that the key positions in the organization maintain some measure of stability, thus enabling an organization to achieve desired business objectives.

Succession planning vs. Replacement planning

Virtually 50 percent of the CEO’s confuse Succession planning with replacement planning

Replacement planning

Assumes that the organization chart will remain unchanged

Acknowledges that the organization chart may change over time

It identifies the back-ups for top-levelpositions and stops there

Focuses on developing employeesfor advanced roles

Aim of succession planning is to build deep bench strength

No aim of building Deep bench strength

Succession planning

Step-by-step Succession Planningprocess

1. Review plans and identify key position

2. Listing the competencies

3. Identifying & helping potential candidates

4. Development plans

5. Implementing the process

Succession Planning process

The first step in succession planning is to identify current or future key positions or groups in the organization

Step-1: Review Plans and identify key positions

Succession Planning process

All positions require a particular set of skills, abilities, and knowledge. Therefore, find and list the employees who are perfectly suitable for the corresponding job role

Step-2: Listing the competencies

Succession Planning process

All positions require a particular set of skills, abilities, and knowledge. Therefore, find and list the employees who are perfectly suitable for the corresponding job role

Step-2: Listing the competencies

One way to list the competencies is to review relevant merit criteria and job description forthe associated position and interview currentand former job incumbents.

Succession Planning process

This step of succession planning is similar to that of general job recruitment practice.

Step-3: Identifying & helping potential candidates

Succession Planning process

This step of succession planning is similar to that of general job recruitment practice.

But succession planning process goes one step ahead by helping candidates who show great interest in developing the requisite skills for the particular position

Step-3: Identifying & helping potential candidates

Succession Planning process

This step of succession planning is similar to that of general job recruitment practice.

But succession planning process goes one step ahead by helping candidates who show great interest in developing the requisite skills for the particular position

Helping and mentoring these candidates prior to the formal recruitment process that begins once, a position becomes vacant.

Step-3: Identifying & helping potential candidates

Succession Planning process

Once you’ve found the relevant candidates suitable for the role, based on their potential for success and interest in a key position,

the organization should ensure that these employees have access to development opportunities and learning tools.

Step-4: Development plans

Succession Planning process

The final step is to implement and evaluate the process. You have to plan the activities and inputs you have to make to get the desired outputs

Every step in this process has to be evaluated to measure the success and progress of the plan.

Step-5: Implementing the process

Succession Planning process

It is essential to monitor the efficiency and effectiveness of the succession plan once it has been established.

It is important to acknowledge that the planning is made to retain and develop every key employee in the organization

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