CAREER SUCCESSION PLANNING A SPECIAL FOCUS ON HUMAN RESOURCE

WHY ESSENTIALS:----KEY FACTS
Essentially, succession planning is a conscious decision by an organization to foster and
promote the continual development of employees, and ensure that key positions maintain
some measure of stability, thus enabling an organization to achieve business objectives.
Traditionally, succession planning has sometimes taken a replacement approach, often
focusing on executive-level positions. One or two successors might be identified and
selected, probably based on the exclusive input of their immediate supervisor, and then
placed on the fast-track into a senior position. However, succession planning has evolved
into a process that can be used to:
1. Replenish an organization’s HR at a broad or specific level;
2. Identify, assess and develop employee knowledge, skills and abilities to meet the
current and future staffing needs of the organization; and
3. Ensure a continuous supply of talent by helping employees develop their potential,
as successors for key departmental positions.

HOW CAREER SUCCESSION PLANNING WORKS:
Workforce Planning
Review Business Goals and
Objectives
Conduct Environmental Scan
Conduct Gap Analysis of
Workforce
Set HR Priorities and Develop
Strategies
Implement and Evaluate Strategies
Succession Planning
Process
Identify Key Positions or Key
Groups
Plan Learning and Development
Identify Competencies for
Positions / Groups
Identify and Assess Potential
Candidates
Implement Strategy and Evaluate
Effectiveness

AT last i like to mention most of the organizations have their career succession planning like ICICI , HDFC in India and in USA

 like Mckinsey , Bain in corp , Boston groups and others.........