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Succession Planning and Management Five

Succession planning and management is a systematic approach to identify, develop, and retain skilled employees to meet business objectives. The five-step process includes identifying key positions, determining required capabilities, assessing interested employees, implementing development plans, and evaluating effectiveness. This ensures critical roles are filled efficiently and promotes diversity within the organization.

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11 views3 pages

Succession Planning and Management Five

Succession planning and management is a systematic approach to identify, develop, and retain skilled employees to meet business objectives. The five-step process includes identifying key positions, determining required capabilities, assessing interested employees, implementing development plans, and evaluating effectiveness. This ensures critical roles are filled efficiently and promotes diversity within the organization.

Uploaded by

sijumon.sagitec
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Succession Planning and

Management Five-Step Process


Succession planning and management is an essential component of the broader human resources
planning process. It involves an integrated, systematic approach for identifying, developing, and
retaining capable and skilled employees in line with current and projected business objectives.
Textual version

STEP 1. Identify Key Areas and Positions


Key areas and positions are those that are critical to the organization's operational activities and
strategic objectives.

 Identify which positions, if left vacant, would make it very difficult to achieve current
and future business goals
 Identify which positions, if left vacant, would be detrimental to the health, safety, or
security of the Canadian public

STEP 2. Identify Capabilities for Key Areas and


Positions
To establish selection criteria, focus employee development efforts, and set performance
expectations, you need to determine the capabilities required for the key areas and positions
identified in Step 1.

 Identify the relevant knowledge, skills (including language), abilities, and competencies
needed to achievebusiness goals
 Use the Key Leadership Competencies profile
 Inform employees about key areas and positions and required capabilities

STEP 3. Identify Interested Employees and Assess


Them Against Capabilities
Determine who is interested in and has the potential to fill key areas and positions.

 Discuss career plans and interests with employees


 Identify the key areas and positions that are vulnerable and the candidates who are ready
to advance or whose skills and competencies could be developed within the required time
frame
 Ensure that a sufficient number of bilingual candidates and members of designated
groups are in feeder groups for key areas and positions

STEP 4. Develop and Implement Succession and


Knowledge Transfer Plans
Incorporate strategies for learning, training, development, and the transfer of corporate
knowledge into your succession planning and management.
 Define the learning, training, and development experiences that your organization
requires for leadership positions and other key areas and positions
 Link employees' learning plans to the knowledge, skills (including language), and
abilities required for current and future roles
 Discuss with employees how they can pass on their corporate knowledge

STEP 5. Evaluate Effectiveness


Evaluate and monitor your succession planning and management efforts to ensure the following:

 Succession plans for all key areas and positions are developed;
 Key positions are filled quickly;
 New employees in key positions perform effectively; and
 Members of designated groups are adequately represented in feeder groups for key areas
and positions

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