Succession planning is the process that identifies and prepares talented employees to step into key positions and leadership roles and ensures that they have the skills, experience, and knowledge to meet changing work requirements.

Succession planning is recommended for companies that have a staff complement of 100+ staff members.

Benefits of Succession Planning

Job specific, work experience and achievements

Job specific, work experience and achievements
Specific areas of expertise
Using staff performance management and relevant policies, which reinforce the purpose of this policy

Allowing candidates into different departments or sections for training and experience before they are needed

Goals of Succession Planning

Succession readiness

Identify potential successors
Individual development and engagement
Human resource development

Improved retention
Empowers and motivates employees
Enables long term planning

Enhancing employee engagement
Fostering professional development

The Process of Succession Planning

1

Talent Identification – Key Positions, Key Capabilities and Required Knowledge

2

Job Descriptions and Identification of specifications
3

Replacement Plan for each position.
4

Forecast promotability

5

Evaluate training / development / experiential needs.

Summary

It is important to note that Succession planning does not happen overnight and can take between 12 – 36 months to implement effectively.

Failing to plan, is planning to fail.

Succession Planning

We look forward to assisting in the matters of concern as you consider outsourcing these functions to a specialized service provider for expert support and ensuring Business Stability.

SUCCESS THROUGH BUSINESS STABILITY