Succession
Planning
Presenter:
Course: Advanced HR Management
What is
Succession
Planning?
Why Planning is
Important
Planning
Challenges
The Succession
Planning
Process
Agenda
Future Goals
Presentation Title
Succession Planning
2
What is
Succession
Planning?
A succession plan is a PLAN that is put in place to
PROTECT your organizations viability as it moves into the
future by ensuring that qualified talent is available to
replace people in key positions who leave the
organization.
The goal is to:
- Ensure a smooth and effective transition
- Minimize disruption
- Maintain the company’s success as it moves forward
Succession Planning
3
Company Continuity & Stability
When a key person leaves, succession planning ensures someone is ready
to step in a continue with operations as seamless as possible during the
transition
Why is
Succession
Planning
Important?
Risk Mitigation
Without planning, if a person in a critical roles unexpectedly leaves the
organization, it can result in costly business disruptions, costly recruitment
efforts and potential company knowledge loss.
Talent Development
Planning helps to identify high potential employees in advance. Giving them
time to develop new skills to take on future roles.
Employee Retention & Satisfaction
Succession Planning
Offering career growth and development can help to retain employees and
keep them motivated and engaged.
4
Challenges of
Succession
Planning
Getting Buy In from Senior Leadership
• When all is well, it is tougher to get some company to invest the time, money and
resources for a problem they don’t currently have
Lack of Transparency
• Employees may not understand the process or may feel left out, leading to
disengagement or dissatisfaction.
Identify the Right Talent & Internal Politics
• Not all high performers are suited for leadership roles
• Identifying the right talent can be influenced by bias/ favoring certain workers over
others based on personal preferences or unconscious biases.
• Employees may feel that promotions are not being handled fairly
Overlooking External Candidates
• There may be times when an there are not enough qualified internal candidates
ready to stop up or sometimes external candidates are needed for expertise or
new perspectives.
5
The Succession Planning Process
Evaluate Current
Talent
Identify High
Performers & Critical
Roles
Start Early
Begin planning long
before a transition is set
to occur for critical
positions.
Succession Planning
Engage key
stakeholders to map out
critical roles and identify
employees with high
suitability based on
skills, performance
review and feedback.
Create Tailored
Development
Plans
Define the
Process
Ensure that employees
know about the
succession planning
process, selection
criteria and
development
opportunities.
For each high potential
employee develop a
plan that offers training,
mentorship, and aligned
work tasks to prepare
leaders for future roles.
Monitor Progress
& Adjust
Continually assess the
progress of the
employees within the
plan as well as business
needs and be prepared
to adjust, as necessary.
6
Succession Panning is
Essential for Long-Term
Success
CONCLUSI
ON
•
It’s more than just filling leadership or critical role
gaps; it’s about building a sustainable, resilient
and high performing organization.
•
By planning ahead, organization can ensure
continuity, reduce risks, make informed decisions
and foster a motivated engaged workforce.
The goal of succession
planning is not just to fill
leadership or critical roles,
but to ensure the
organization thrives long
after today’s leaders have
moved on.
Succession Planning
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