The document discusses the importance of succession planning in organizations, highlighting that only 1% of companies view their succession planning as outstanding while over 60% rate it as fair or worse. It distinguishes succession planning from replacement planning and outlines a five-step process: reviewing key positions, listing competencies, identifying potential candidates, developing plans, and implementing the process. It emphasizes the need for organizations to nurture employees for key roles to maintain stability and achieve business objectives.

2. Did you know?
Do you know that only 1% of the companies admit that their
succession planning process is outstanding?

3. Did you know?
Do you know that only 1% of the companies admit that their
succession planning process is outstanding?
And more than 60% of the companies bluntly admit that their
succession planning process is fair or even worse.

4. Succession planning process
Fundamentally, succession planning is a conscious decision
by an organization to nurture and promote the continuous
development of employees

5. Succession planning process
… and to make sure that the key positions in the organization maintain
some measure of stability, thus enabling an organization to achieve
desired business objectives.

6. Succession planning vs. Replacement
planning
Virtually 50 percent of the CEO’s confuse
Succession planning with replacement planning

7. Replacement planning
 Assumes that the organization chart
will remain unchanged
 Acknowledges that the organization
chart may change over time
 It identifies the back-ups for top-level
positions and stops there
 Focuses on developing employees
for advanced roles
 Aim of succession planning is to
build deep bench strength
 No aim of building Deep bench
strength
Succession planning

8. Step-by-step Succession Planning
process
1. Review plans and identify key position
2. Listing the competencies
3. Identifying & helping potential candidates
4. Development plans
5. Implementing the process

9. Succession Planning process
The first step in succession planning is to identify
current or future key positions or groups in the
organization
Step-1: Review Plans and identify key positions

10. Succession Planning process
All positions require a particular set of skills,
abilities, and knowledge. Therefore, find and list
the employees who are perfectly suitable for the
corresponding job role
Step-2: Listing the competencies

11. Succession Planning process
All positions require a particular set of skills,
abilities, and knowledge. Therefore, find and list
the employees who are perfectly suitable for the
corresponding job role
Step-2: Listing the competencies
One way to list the competencies is to review
relevant merit criteria and job description for
the associated position and interview current
and former job incumbents.

12. Succession Planning process
This step of succession planning is similar to that of
general job recruitment practice.
Step-3: Identifying & helping potential candidates

13. Succession Planning process
This step of succession planning is similar to that of
general job recruitment practice.
But succession planning process goes one step
ahead by helping candidates who show great
interest in developing the requisite skills for the
particular position
Step-3: Identifying & helping potential candidates

14. Succession Planning process
This step of succession planning is similar to that of
general job recruitment practice.
But succession planning process goes one step
ahead by helping candidates who show great
interest in developing the requisite skills for the
particular position
Helping and mentoring these candidates prior to
the formal recruitment process that begins once, a
position becomes vacant.
Step-3: Identifying & helping potential candidates

15. Succession Planning process
Once you’ve found the relevant candidates suitable
for the role, based on their potential for success
and interest in a key position,
the organization should ensure that these
employees have access to development
opportunities and learning tools.
Step-4: Development plans

16. Succession Planning process
The final step is to implement and evaluate the
process. You have to plan the activities and inputs
you have to make to get the desired outputs
Every step in this process has to be evaluated to
measure the success and progress of the plan.
Step-5: Implementing the process

17. Succession Planning process
It is essential to monitor the efficiency and
effectiveness of the succession plan once it has
been established.
It is important to acknowledge that the planning is
made to retain and develop every key employee in
the organization

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