The Concept of Succession Planning in Human Resources

Good day great minds, it’s my pleasure today discussing with you the Concept of Succession Planning in Human Resources. Succession planning in Human Resources is a planning process aimed at ensuring that there is a clear succession plan in place Incase a need arise for the organizations top management to be changed. 

A succession plan is a document that stipulates who the organizations major executives will be if a situation were to arise where the organizations top team must retire. There are two phases of succession planning. The first is the identification of future leaders and the second is the actual drafting and execution of the succession plan. 

Definition of Succession Plan 

A succession plan is a formal document, identify potential future leaders within an organization. It also states the key competencies, experience required and a clear line of succession. 

There might be a need for Succession planning due to age, illness, death or retirement. Succession is done for every management team in most organizations. while in other organizations, it’s done only for positions like CEO and President. 

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Steps to Succession Planing 

1. Identify Key Stakeholders 

To successfully carryout a Succession Plaining process. You must must identify key stake holders, and they include the following: your direct report, supervisor, a manager and a team member.

2. Define Potential Successors

In identifying potential Successors in the organization, you must define who these individuals are and what their role roles are within the organization. When talking of potential successors, they may include: Employees at different level of the organization. These employees posses various experiences and skills that may be useful to another team. 

3. Outline key positions 

Yon can outline key positions within the organization where the successors may take over once you’re done defining potential successors and their positions. And the key positions may include the following: executive leadership roles, department leadership roles and functional leadership roles. 

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4. Plan Professional Development Activities 

In Succession planning all the learners in the organization should have an understanding of the key competencies needed to aid the business and customers. Successors is expected to have a better understanding of the organizations key values, strategies and culture. Also the organization provides opportunities for each successor to learn and grow professionally. 

5. Accessing the Progress 

After the completion of the succession planning process, it’s vital you need to asses the progress. Like, has each stakeholder been identified, has each successor been identified and what has been done. 

It’s worthy of note that using a succession planning process creates a clear plan incase should the organization top management needs to changed. This may be as a result of age, illness and retirement. Most a times, Succession planning can be challenging and might be needing you identify those within the organization who may be able to step into the top roles should this need arise. I hope with this we have learnt a lot about Succession planing, if you find this article interesting, share to others, Happy reading.