SUCCESSION PLANNING

BY NARESH kACHHADIYA

Definition of Succession Planning :

Definition of Succession Planning

Succession planning is a means of
identifying critical management positions
starting at manager and supervisor levels
and extending up to the highest position in
the organization. William J. Rothwell
Effective Succession Planning :- Succession
planning should not and must not stand
alone. It must be paired with succession
management which creates a more
dynamic environment

Need for Success Planning :

Need for Success Planning Need for

future growth and skill development
Proactive approach to fill key potential
vacancies Aligns mission with workplace
planning strategy

Components :
1. Replacement Planning Identify Readiness of Successors for Key
Positions Review Performance and Development with Key
Management Staff
2. HR Audit:- Develop a Pool of High Potential Candidates Monitor
and Evaluate Progress and Results Make Adjustments
3. Identify High Potential Successors Establish nomination criteria.
Experience, Education, Manager/Mentor Recommendation
4. Identify Successor Developmental Needs Identify skills gap, set
goals, create development plan Determine measurable goals and
outcomes
5. Create Development Opportunities Developmental
Activities/Projects Mentoring/Coaching Create a Leadership
Succession Plan Leadership Support Gain Buy-in from Senior
Management Identify Top Leadership Experience, Education, and
Job Experience Integrated Leadership Development

Steps in Succession Planning Process :

Steps in Succession Planning Process Gain Buy-in from Senior

Management
Identify succession planning purpose and goals.
Assess the organizations current and future business strategy and top
leadership replacement needs. Identify and analyze key positions.
Assess candidates against job and competency requirements. Identify
development strategies.
Define succession planning process and procedures.
Communicate and implement succession planning.
Collect information from employees regarding their career interests and
expertise. Assess employee competencies.
Create individual development plans.
Select people to potential fill positions.
Develop, select, and schedule training and development programs.
Monitor progress. Measure and evaluate outcomes.

Succession planning model

Conclusion :

Conclusion Succession planning should

not and must not stand alone. It must be
paired with succession management
which creates a more dynamic
environment. Thank You