A

Presentation
on

Succession Planning
Pgdbm of msrim
 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 (2001)

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 future growth and skill

development
• Proactive approach to fill key potential
vacancies
• Aligns mission with workplace planning
strategy
 Succession Planning
and Management

• A deliberate and systematic effort by an

organization to:
– ensure leadership continuity in key positions
– retain and develop future intellectual and
knowledge capital
– encourage individual advancement
– Integrated into the HR System
– Succession Planning is managed to ensure
success
• Should also address the needs for critical backups
and individual development in any job category
 Your Role In Succession
Planning
• As a manager, it’s your role to ensure:
• Identify key replacement needs and the high-potential people and critical
positions to include in the succession plan

• Clarify present and future work activities and work results

• Compare present individual performance and future individual potential

• Establish individual-development plans (IDPs) to prepare replacements

and to develop high-potential workers
 Succession Planning
• Do you have an established succession
plan?
• Replacement versus Succession Planning
• Do they have the skills and experience need
to fill critical positions?
 Succession Planning Components

Leadership Support
2. HR Audit Gain Buy-in from Senior Management 3. Identify High Potential
Identify Top Leadership Experience,
Develop a Pool of High Education, and Job Experience Successors
Potential Candidates Establish nomination criteria.
Experience, Education, Manager/Mentor
Monitor and Evaluate Progress and Results Recommendation
Make Adjustments

Integrated Leadership 4. Identify Successor

1. Replacement Development Developmental Needs
Identify skills gap, set goals, create
Planning development plan
Identify Readiness of Successors for Determine measurable goals and outcomes
Key Positions
Review Performance and Development
with Key Management Staff
5. Create Development
Opportunities
Developmental Activities/Projects
Mentoring/Coaching
Create a Leadership Succession Plan
 Establishing a Succession Plan
• Understand the critical position being vacated - what
are the requirements of the job
• Benchmark the job against future job requirements
• Determine what the ideal candidate will look like
• Evaluate potential replacements
• Determine their performance and potential readiness
level
• Establish a Development Plan and Goals
• Implement development plan
• Provide Coaching and Feedback
• Track and Monitor the plan
 Steps in Succession Planning Process
1. Gain Buy-in from Senior Management
2. Identify succession planning purpose and goals.
3. Assess the organizations current and future business strategy and top leadership
replacement needs.
4. Identify and analyze key positions.
5. Assess candidates against job and competency requirements.
6. Identify development strategies.
7. Define succession planning process and procedures.
8. Communicate and implement succession planning.
9. Collect information from employees regarding their career interests and expertise.
10. Assess employee competencies.
11. Create individual development plans.
12. Select people to potential fill positions.
13. Develop, select, and schedule training and development programs.
14. Monitor progress.
15. Measure and evaluate outcomes.
 Succession Planning Policy

• Identifying those employees who have the right skills to

meet the challenges facing the organization
• Evaluate the quality and “readiness” of named successors
• Define development requirements and implement
development plan
• Review performance and development with key
management staff
• Make recommendations
• Monitor and evaluate progress and results
 Checklist to Succeed
• Identify a systematic approach for identifying, nominating and selecting
potential successors

 Review background information on potential successors, such as

education, experience, skills, appraisals and potential
 Determine training and development requirements of potential successors

 Develop skills of potential successors through work experiences, job

rotation, projects and other challenging assignments

 Establish a system for monitoring candidate's development plan progress

by senior management

 Succession planning must include a system for providing feedback and

encouragement to potential successors
 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