Outline

 What is succession planning

 Crisis Background
 Difference between Succession planning and
promotion
 Why succession planning is important
 Succession planning tools
 Practices of Succession Management
 Succession Planning and Talent Management
 Succession Planning

Definition

Succession Planning is the process of identifying and

tracking high-potential employees who will be able to
fill top management positions when they become
vacant.
 Crisis Background

 Vacancies in senior or key positions are occurring in

numerous organizations simultaneously

 Baby boomer retirements are on the rise

 Increasing the demand for senior management expertise

 No emerging group of potential employees on the horizon

as in past generations
 No Middle Managers

 Younger managers interested in moving up do not have the

skills and experience required.
Theories on Succession Planning

 Employees Leave – They always do

Preparation for that day is Succession Planning

 Succession planning recognizes that some jobs are the

lifeblood of the organization and too critical to be left
vacant or filled by any but the best qualified persons.
Effectively done, succession planning is critical to mission
success and creates an effective process for recognizing,
developing, and retaining top leadership talent.
Difference Between Succession &
Promotion

 Promotion is when employees moving upward in the

hierarchy of the organization

 Succession is development of a pool of talent with the skills,

attributes, and experiences to fill specific, often high-level
positions.
Succession Planning Tools
 Trends and Forecasts

 By 2020 more people will be leaving the workforce than

entering.

 44% of workers aged 45-59 say they will retire before 65.

 10% of workers aged 50-59 who leave full time jobs, move
into part time within 2 years
 The Traditional Approach To Succession
Planning

 Often highly political

 Internal Process

 Little thought given to what kind of leaders required in the future

 Done secretly

 Focus on putting names in boxes (“replacement”)

 Few conversations held

 Modern Approach

 Succession management is a process of ensuring there are

leaders and talent that can implement the organizational vision

 It requires the systematic identification of those individuals

who have the potential to turn the vision of the organization
into reality

 Internal and can also be external Process

Modern Approach

1.
3.
Individual
Group
Career
Discussion
Planning and
and Review
Development

2.
Succession
Planning
Analyses
Succession Planning and Talent Management

CEO
Review
s plan
to
monito
r
corpor
President/Sr.
ate VP
Review functional
future plans &
Develops Company level plan

Functional Area/Company Managers

Identifies high potentials across area
Drafts succession plan

Manager
Discussion with employee & functional manager re. development/succession

Employee
Create Development Plans & Performs Leadership Assessment
 Successor Vs Promotee

Benazir Bhutto Bilawal Bhutto

Thank You