SUCCESSION

PLANNING
BY GROUP 10 :

NAINI 501/2019
AAKASH 503/2019
ESHA 504/2019
RAHUL 503/2018
 WHAT DO WE MEAN BY SUCCESSION
PLANNING?

 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.
 It an ongoing process that identifies necessary competencies, then
works to assess, develop, and retain a talent pool of employees, in
order to ensure a continuity of leadership for all critical positions.
 Succession planning is pro-active and future focused.
 PROCESS OF SUCCESSION PLANNING

Identify Potential
Identifying
Identifying Key Areas Candidates and assess
Competencies for key
& Positions them as per the
areas
competencies

Develop and
Evaluate
implement Succession
Effectiveness
Strategies
 WHY SUCCESSION PLANNING IS
DONE?
 Superannuation :  Employees retiring because they reach a
certain age.
 Resignation : Employees leaving their current job to join a
new job
 Promotion :  Employees moving upward in the hierarchy
of the organization.
 Diversification : Employees being redeployed to new
activities.
 SUCCESSION PLANNING PROCESS IN AN
ORGANIZATION

 As a part of our HR strategy, successors are named by an effective

PRP (Performance Review Process) function.
 In this process, key potential candidates are identified.
 Top management sit through for four days to find out whether these
high potential individuals can fit into the next higher role.
 Based on the management's input, they are given ratings, which
defines their strength and areas where they need support to grow to
become a leader.
 ADVANTAGES
 It is helpful in developing leadership
substitute without any kind of
disturbance.
 Organizations feel that succession
planning can tackle the attrition problem,
leading to higher employee retention.
 Further, if the process is formally
instituted and systematized, can lessen
the anxiety felt by employees and
actually lead to more employee
empowerment.
DISADVANTAGES
 Appointing the wrong person can
lead to a variety of problems that
can affect performance and
turnover.
 Selecting someone too quickly to
appoint someone only to have a
better candidate appear later on.
 A poorly conducted succession
planning process will lead to poor
decisions, disharmony and
ultimately poor company
performance as well
Thank You.