Succession planning is a process for identifying and developing internal talent to fill key leadership positions in the future. It aims to ensure continuity in leadership and retain knowledge within the organization. There are three main types of succession planning: role-based focuses on replacements for each manager; individual-based identifies and develops high-potential individuals; and pool-based focuses on developing groups of people who can fill multiple management roles. The objectives of succession planning are to maintain organizational performance, handle voluntary employee separations, improve employee morale, and build leadership potential for the future.

1. SUCCESSION PLANNING
Presented by,
SHRUTHI.R.NAIR
II SEMESTER MBA

2. DEFINITION
 Succession planning is a process of developing
talent of the employees to meet the needs of
the organization now and in the future.
 Succession Planning can be defined as a
purposeful and systematic effort made by an
organization to ensure leadership continuity,
retain and develop knowledge and intellectual
capital for the future and encourage individual
employee growth and development.

3.  Succession Planning is a process for identifying
and developing internal people with the
potential to fill key business leadership positions
in the company.
 According to Bohlander and Snell, “Succession
planning is the process of identifying, developing
and tracking key individuals for executive
positions”.

5. Characteristics Of Succession Planning
 Balance between individual and
organisations.
 Broadening experience by lateral moves.
 Roles, Not jobs
 Competencies
 Links with Business planning

6. Objective Of Succession Planning
 To maintain organisation performance.
 To handle voluntary separation.
 To help employees realise their career plans.
 To improve employee morale.
 To build leadership potential.

7. Types Of Succession Planning
 Role-Based: It focuses on finding potential
replacements for each middle and upper level
manager in an organisation.
 Individual-Based: It involves first identifying people
already working for the organisation who have a high
potential for advancement. After identifying an
individual, the organisation focuses on helping to
develop that person’s skills.
 Pool-Based: Organisation focuses on a large number
of people, or groups of people, with the potential to
move into several or all of the management positions.

8. Significance Of Succession Planning
 Benefits the business.
 Gives our colleagues a voice.
 It can help sustain income and support expenses.
 It gives you a big picture.
 It strengthens departmental relationships.
 It keeps the mood buoyant.

10. THANK YOU