 Succession planning is a part of Human resource planning for employee development It is a strategy for identifying and developing high potential workers for future leaders.

1. Dr. Rupashree Pradhan
Ph.D. , MBA, M.COM,MTM
rupashree.1978@gmail.com

2.  Succession planning is a part of Human
resource planning for employee
development. It is a strategy for identifying
and developing high potential workers for
future leaders.
 Succession plans are used to address the
inevitable changes that occur when
employees resign, retire, are fired, get sick,
or die It supports employee development
and career advancement process by better
staffing decision and potential employee
retention.

3.  Succession planning is defined as a process
for identifying and developing new leaders,
who can replace old leaders when they
leave, retire or die.
 It increases the availability of experienced
and capable employees that are prepared to
assume these roles as they become
available.

4.  Analyzing Future
 Deciding key factors for forward movement.
 Make blueprint of your plan
 Discuss with employees about their future
 Creating career development plan

5.  Understanding market condition and
positioning target.
 Strategic plan, mission, vision, and goals of
company.
 Study of employee expectation.

6.  Designing Job Description
 Identifying skill, knowledge and
competencies and work experience

7.  Organisation chart for future positions
 Identifying the potential employees
 Preparing the list of successors as couple of
options

8.  a) find out employees who are interested in
advancing into different roles.
 b) assess people to determine if they have
the necessary skills, knowledge and
experiences.
This is important to make career plan for
each successors according to their talent
and capabilities.

9.  Understanding the Gaps of skills (SWOT
Analysis)
 Preparing individual career development
plan
 Designing training, coaching and mentoring
programme
 Assigning new responsibility for employee
engagement

10.  Identifies most-qualified future leaders
 Motivates employees by creating growth
opportunities
 Identifies skill gaps and talent development
needs and Structures training and
development programme
 Enable the organization to adopt
demographic and talent changes to achieve
the goals and targets

11.  Transitions highly specialized skills into key
roles taking a Comprehensive View of
Internal Talent
 Preserves institutional knowledge by
retaining skilled employees
 Helps the company plan for the long-term
by keeping better track of the value of
employees so that positions can be filled
internally when opportunities arise
 Maintains brand identity by Establishing a
Culture of Transparency

12.  Reduces cost of hiring external people
 Brings employee satisfaction as Employees
know that there is a chance for
advancement

13.  There are three models of succession
planning
 Succession planning by position
 Creating succession planning pools
 Top-down/, bottom-up succession planning

14.  In this model, management identifies the
potential employees who are best
experienced, skilled and qualified to move
into the key position in the short term(within
1 year), medium term( within 2 years) of the
longer term(3-5 years).
 This approach is suitable for CEO positions.
 This approach is the least costly and the
quickest.

15.  In this model, high potential candidates are
identified within the organization as the
senior managers of the future.
 This type of approach tends to be
somewhat fairer because more managers
are involved in the selection of the people
who are identified for the High Potential
program.
 Providing broad background for the high
potential employees rather than a single
functional stream of experience.

16.  In this model, senior management as a
group determines what competencies are
required to enable a person to take on the
key roles.
 This serves to empower employees.
 The process is transparent.

17.  Succession planning helps organizations to
create a culture of talent development,
which incorporates strategies for the
selection, coaching, and retention of quality
employees.
 It provides opportunities for potential
leaders and key personnel that are essential
to vitality and sustainability of successful
and dynamic organizations.

18.  It helps to overcome significant challenges
related to compensation issues,
generationational issues and client
retention.
 It is more important that succession
planning includes the need to pass on the
knowledge, judgment, and intuition of
senior leaders before they retire so that
same level of work procedure to be
continued.