Succession Planning

There is no success without successor.

➢ What is Succession Planning?

Ans: Succession Planning is the process of training and preparing employees in an organization
so that there will always be someone to replace an employee who leave.
In other words, the continual business of monitoring and developing internal talent to assure that
employees to assure that employees have the knowledge skills and abilities necessary to succeed
in future leadership roles.

Meaning: A defined program that an organization systemized to ensue leadership continuity for
all key positions by developing activities that will build personnel talent from within.

Present Talent = Future talent.

Reasons:
Identify highly talented individuals.
Promoting employee development.
Refining corporate planning.
Establishing the talent pool.

Process of Succession Planning:

Link Strategic
& workplace
Planning
Decisions

Monitor &
Analyze Gaps
Evalute

Succssion
Planning

Inmplement
Identify
Succession
Talent Pools
Strategies

Develop
Succession
Strategies
 • Link Strategies & Workforce Planning:
Link • Identifying the long-term vison and direction
Strategies & • Analyzing future requirements for products and services.
Workforce • Use data already collected.
Planning: • Connecting succession planning to the values of the organization
• Connecting succession planning to the needs & interests of senior leaders.
• Identify core competencies and technical competency requirements.
• Determining current supply & anticipated demand.
Analyze Gaps • Determining talents needed for the long term.
• Developing a business plan based on long term talent needs, not on
position replacement.
• Using pools of candidate’s vs development of positions.
• Identifying talent with critical competencies from multiple levels early in
Identify careers and often.
Talent Pools • Assessing competency & skill levels of current workforce using
assessment instruments.
• Using 360 degrees feedback for development purposes.
• Analyze external sources of talent.
• Identifying recruitment strategies:
Recruitment & Relocation bonuses
Special program.
• Identifying retention strategies:
Develop Retention bonuses
Succession Quality of work life programs.
strategies • Identifying development / Learning Strategies
Planned job assignments.
Formal development
Coaching and mentoring.
Assessment & Feedback.
• Implement recruitment strategies.
• Implementing retention strategies.
Implement • Implementing & Development /Learning Strategies.
Succession • Linking succession planning to HR Process.
Strategies Training and development.
Performance management
Compensation.
• Implement strategies for maintaining senior level commitment.
• Tracking selection from talent pools.
Monitoring & • Listening to leader feedback on success of internal talent & internal hires.
evaluate • Analyzing satisfaction surveys from customers & employees.
• Assessing response to changing requirements & needs.
➢ Why it fails?
• Candidates are arbitrarily identified.
• No strategies vision.
• Problem in dealing big picture.
• Promotion & employee aspirations.
• Lack of transparency.

➢ The Big Debate

• From where a MNC should choose the new successor. Written By
• Internal hiring Md Jahirul Islam (Parash)
• External hiring. HR Professional, Ananta Group