Succession Planning

 



 

Introduction

 Succession planning is the process of identifying and developing potential future leaders and senior managers, as well as individuals, to fill business-critical roles. The aim is to be able to fill key roles effectively if a current post holder leaves the organisation. Succession planning programmes typically include practical, tailored work experience relevant for future roles. (Weeks, 2020).

All organizations can benefit from the principles of identifying crucial job skills, knowledge, social relationships and organizational practices and passing them on to prepare the next generation of workers, thereby ensuring the seamless movement of talent within the organization (SHRM ,2017).

During exceptional times such as the COVID-19 pandemic or disaster events, it’s wise to expand the pool of successors by identifying people external to the organisation to ensure continuity if needed (Weeks, 2020).

 

Fig 1 : Succession planning and its links with other HR processes

 

  Succession planning and best practices

According to White (2018), Succession planning involves four core objectives that you need to build a strong succession planning strategy.

·       Identify qualified candidates within the organization who will be able to take on more responsibility in the future.

·       Once you identify your top candidates, focus on developing their skills and expertise through training

·       Get leadership engaged in developing future talent and supporting those with high potential in the organization.

·       Create a database of workers so staffing decisions can be made quickly when key positions open.

 Succession planning examples

 At Apple, Steve Jobs founded Apple University to support succession planning by educating Apple employees and leaders to understand how he built the business and how to think like Steve Jobs. It’s highly secretive, but it’s designed to help keep consistency in the organization. Apple also demonstrated a commitment to succession planning when Tim Cook seamlessly took over as CEO after Jobs stepped down (White,2018).

 BM demonstrated its succession planning strategy in 2011, when Samuel J. Palmisano stepped down. The company’s first female CEO, Virginia Rometty, was ready to take over in his place. Rometty worked for IBM for over 30 years, so she already had a deep knowledge of the company culture and business operations. It allowed for an effortless transition, so the company could continue working to its full potential despite the organizational changes (White,2018).

 Modern succession planning looks quite different, with a broader vision, greater openness and diversity, and closer links to wider talent management practices. For example, progressive organisations who adopt an inclusive whole workforce approach to managing and developing talent will identify business critical roles at all levels within their organization (Weeks,2020).

 




  References

ALCTS (2017), Talent Management and Succession Planning , 03 May  Available at:<https://youtu.be/7uUnw6GIaxI>, (Accessed: 03 July 2022).

HIRSH, W. (2000) Succession planning demystified. Brighton: Institute for Employment Studies , accessed 03 May 2022 < https://www.employment-studies.co.uk/system/files/resources/files/372.pdf>.

James A. & Cannon R. (2011), Talent Management And Succession Planning, CIPD, ISBN-13 978 1 84398 173 2.

JACOBS, K. (2012) HR's role in executive succession planning, Human Resources, accessed 03 May 2022 <https://www.hrmagazine.co.uk/content/features/hr-s-role-in-executive-succession-planning>.

SHRM (2017), Engaging in Succession Planning, accessed 03 May 2022, <https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/engaginginsuccessionplanning.aspx>

Weeks, A. (2020), Succession Planning, CIPD UK, accessed 03 May 2022, <https://www.cipd.co.uk/knowledge/knowledge-hub-search?q=succession+planning>.

 White,S. K. (2018), What is succession planning? a key talent strategy for business, accessed 03 May 2022, < https://www.cio.com/article/222187/what-is-succession-planning-a-key-talent-strategy-for business.html#:~:text=Succession%20planning%20is%20a%20talent,skilled%20workers%20and%20top%20talent >

 


 




Comments

  1. Pagoda Wijesinghe Arachchige Dona Ruwini Poornima WijesingheMay 3, 2022 at 8:11 PM

    I would also like to add best practices in succession planning that was discussed by Rothwell, W.J., (2002), Rothwell has identified 11 best practices in succession planning as follows.

    1. Clarify the Purpose and the Desired Results of the Effort.
    2. Determine What Performance Is Required Now.
    3. Measure Performance.
    4. Determine What Performance Is Needed in the Future.
    5. Assess Potential.
    6. Establish a Means to Narrow Gaps.
    7. Follow Up.
    8. Document Competence.
    9. Create and Sustain Rewards for Developing People.
    10. Evaluate Results.
    11. Lead from the Front.

    Iles, and Preece, (2010: 256), also suggested as Succession Planning "Processes need to be designed round purpose, population, principles, process and players, with senior management engagement and HR championing. The highest potential employees are thus offered accelerated development and career paths. Of course, the downside is that non-selected employees may feel that they are less valued and have less access to development opportunities."

    Ref:
    Iles, P and Preece, D (2010) Talent management and career development, in (eds) J Gold, R Thorpe and A Mumford, Gower Handbook of Leadership and Management Development, Farnham, Gower, pp 243–60
    Rothwell, W.J., 2002. Putting success into your succession planning. Journal of Business strategy.

    ReplyDelete
    Replies
    1. Naomi KalageMay 11, 2022 at 12:52 PM

      CIPD(2011) has mentioned about succession planning like this , “Ultimately,
      talent management and succession planning are concerned with stimulating
      informed conversations about people and creating the best outcomes possible.
      In 2011, just over half of survey participants report having a formal resourcing
      strategy. Larger organizations are most likely to have a resourcing strategy’’.

      Delete

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