human resource management - succession planning
Introduction
Succession planning is seen as an important process by most large businesses - but what does it mean?
Some of the confusion surrounding succession planning is due to people using the term in many different ways. Succession planning is best described as a process where one or more "successors" are identified for key jobs, and career moves and/or employee development activities are planned for these successors. Successors may be fairly ready to do the job (short-term successors) or seen as having longer-term potential (long-term successors).
Objectives of Succession Planning
The main objectives (and advantages) of succession planning are:
- Improved job filling for key positions through broader candidate search, and faster decision-making
- Active development of longer-term successors through ensuring their careers progress, and by making sure they get the range of work experiences they need for the future
- Encouraging a culture of "progression" through developing employees who are seen as a ‘business resource’ and who share key skills, experiences and values seen as important to the future of the business
Of the above objectives, it is the active development of a strong ‘talent pool’ for the future which is often viewed as the most important. Increasingly, this is also seen as vital to the attraction and retention of the ‘best’ people (particularly in service businesses like the accountancy and legal professions).
How are succession and development plans produced?
Succession plans normally cover both short- and longer-term successors for key jobs, and development plans for these successors.
Where a number of jobs are of similar type and need similar skills, it is preferable to identify a ‘pool’ of successors for this collection of posts.
Typical activities covered by succession planning include:
- Identifying possible successors
- Challenging and reviewing succession plans through discussion of people and posts
- Agreeing job (or job group) successors and development plans for individuals
- Analysis of the gaps or surpluses revealed by the planning process
- Review, ie checking the actual pattern of job filling and whether planned individual development has taken place.
tutor2u is the leading global publisher of e-learning resources for Economics, Business, Politics, Enterprise, Law, Sociology, Religious Studies and related subjects. Our materials are used by over 3,500 schools and colleges in the UK and in educational institutions in over 85 other countries. tutor2u offers a range of free and subscription-based materials - designed to support teachers and inspire students. The business also runs a popular series of student revision workshops and teacher conferences. tutor2u was named Online Learning Resource of the Year at the prestigious BETT Show - the World's leading educational show.
|
Privacy & terms of Use |
Contact us |
Teacher Newsletters & Subject Blogs |
