Succession planning is a process that identifies and develops potential successors for key roles within a company. It focuses on leveraging existing talent by developing employees to their full potential and maintaining a pool of qualified candidates for future vacancies. The objectives are to accurately assess employee performance, skills, and career growth. Succession planning tools need extensive customization to support all talent management efforts. Critical success factors include making succession planning a proactive process that allows staff experience in different areas and challenges employees as they wait for openings.

1. Succession Planning
By
Sreejith Sreeenivasan

2. • Succession Planning is a process of identifying, developing and
transitioning potential successors for the companies present and future
key roles, aligned with the talent and ambitions of its current employees
and talent network.

3.  Succession planning is about filling the organization's
talent pipeline and building internal bench strength.
 It is about leveraging the talent that the organization
already possesses by developing it to full potential.
 The focus is on developing employees so that the
organization has a pool of qualified candidates who
are ready to compete for key positions and areas
when they become vacant.
OBJECTIVES OF SUCCESSION
PLANNING

4.  Succession planning starts when you can accurately
measure the performance of employees, assess skills
and career growth information.
 Succession planning tools need to have extensive
integration and customization options to support all
of your talent management efforts.
 Refer to the software criteria and requirements
SUCCESSION PLANNING TOOLS

5. 
High Leadership
Potential/ Low
Performance
High Leadership
Potential/High
Performance
Low Leadership
Potential/ Low
Performance
Low Leadership
Potential/High
Performance
LeadershipPotential
Current Performance

6.  Succession planning should be a proactive process geared to meeting individual
employees’ and the organization’s needs.
 It should allow staff the opportunity to gain experience and training in different
areas before they are needed in critical positions.
 This may have the added benefit of keeping employees challenged and
stimulated, which may foster retention while employees wait for openings.
 The commitment of employees to their own development.
 The personal involvement of senior leaders, as well as their personal
accountability and responsibility for growing leaders.
CRITICAL SUCCESS FACTORS FOR
SUCCESSION PLANNING – BEST PRACTICE
PRINCIPLES

7. Traits of an
Organization
Leader
Diversity &
Inclusion
Emotional
Intelligence
Leadership &
Performance
Potential
Global
Perspective

10. Thank You