CAREER & SUCCESSION PLANNING

Human Resource Management

-Divyanshu Roy
Career

The sequence of employment positions that a person has held over his
or her life time.
An occupation undertaken for a significant period of a person's life
and with opportunities for progress.

Your career is your business, its

time for you to manage it as CEO
Anonymous
Features

Career develops over time.

It is individual who ultimately judge the success of his career.
Career is experiencing psychological success.
Career includes many different positions, transition and organization.
 Perspective

Organizational Individual
Career Planning

Career planning can be defined as a sequence of separate but related

work activities that provides continuity, order and meaning in persons
life.

OR

Career planning is the process by which one selects career goals, and
the path of these goals. Career development is those personal
improvement one undertakes to achieve a personal career plan.
Need for Career Planning

To attract competent persons and to retain them in the organization.

To provide suitable promotional opportunities.
To enable the employees to develop and take them ready to meet the
future challenges.
To increase the utilization of managerial reserves within an
organization.
Features of Career Planning

Career planning follows the bottom up approach.

Its not a one time affair but an ongoing process.
It aims at matching the individuals career goals.
It means of achieving employees progression and organizational
efficiency.
It is collective responsibility of both the individual employee and
organization.
Its normally made in dynamic environment.
Career Planning Process

Identify individuals Needs & Aspiration

Analysing Career Opportunity

Identifying Congruence & Incongruence

Action Plans & Periodic Reviews

ORGANIZATIONAL LEVEL
 Self Assessment

Research & selection of

Career

Short & Long Term Goals

INDIVIDUAL LEVEL
Advantage of Career Planning
INDIVIDUAL LEVEL
Satisfy employees esteem
needs
Improve employees
performance on job
Enhances employees
commitment
Increases morale of employee
ORGANIZATIONAL LEVEL
Ensure the availability of HR
with required skill knowledge
and talent
Improve the organizations
ability to attract & retain
highly skilled employee
Satisfy the employee
expectations
Protecting employees interest
Problems in Career Planning

Problems Mobility

Career & Family

Dual Career Family

Succession Planning

A deliberate and systematic effort by an organization to ensure

leadership continuity in key positions, retain and develop intellectual
and knowledge capital for the future, and encourage individual
advancement.
Ensures that employees are recruited and/or developed to fill each
key role
Ensures that we operate effectively when individuals occupying
critical positions depart.
May be used for managerial positions or unique or hard-to fill roles.
Align bench strength for replacing critical positions.
Steps in the process

Phase 1: Identify Key/Critical Positions

Phase 2: Conduct Position Analysis
Phase 3: Develop Succession Plan
Phase 4: Monitor, Evaluate, Revise
Phase 1: Identify Key/Critical Positions

Key Contributor- in achieving the organizations mission or would

hinder vital functions
Specialized Leadership The position requires specialized or unique
expertise
Geographic The position is the only one of its kind in a particular
location
Vacancy- Position will be vacant due to retirement/advancement in
the organization/lateral moves
Phase 2: Conduct Position Analysis

What are the external and internal factors affecting this position?
What competencies or skill sets will be required?
What are the gaps (competencies or skill sets not possessed by the
current staff)?
What strategies will be used to address the gaps?
Phase 3: Develop Succession Plan

The succession plan is the culmination of Phases 1 and 2.

Reviews of the individual positions and high turnover job classes are
rolled into one document and gaps and strategies are formulated at
an organizational or unit level.
The strategies to overcome the gaps are outlined to include target
completion dates, responsible parties and required resources.
Phase 4: Monitor, Evaluate, Revise

Select evaluation period-typically reviewed annually

Be prepared to respond rapidly to unforseen changes to the plan
Status/Progress updates should be monitored via the succession
planning template
Succession Planning
BENEFITS
Enabling seamless transition
Back up staff
Having skills and knowledge for
emergency situations as well as
future needs
Enhanced staff motivation
Reduced cost and time for training
for replacement
DISADVANTAGE
Difficulty in selecting the right
people and determining their
developmental needs
Potential for grooming for positions
that may not be there in the future
Difficulties in maintaining the
motivation levels
Possibility of poaching by other
organizations
Inherent cost of training and
mentoring

The best way to predict
future, is to create one.

Abraham Lincoln

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