Succession planning in hrm and management is a vital part of the broader human resources planning protocol. It usually includes an integrated, systematic approach for identifying, developing, and retaining a capable and skilled workforce in line with current and projected business objectives.
STEP 1. Recognize Key Areas and Positions
Key areas and positions are critical to the organization’s operational activities and succession planning strategy.
- Discover which positions, if left vacant, would make it very hard to achieve current and future business goals
- Identify which positions, if left unoccupied, would be detrimental to the public’s health, safety, or security.
STEP 2. Spot Capabilities for Key Areas and Positions
To establish assortment criteria, focus employee development efforts, set succession planning process in hrm and performance expectations, you need to settle on the capabilities required for the key areas and positions identified in Step 1.
- Identify the applicable knowledge, skills (including language), abilities, and competencies needed to achieve business goals.
- Use the Key headship Competencies profile.
- Notify workforce about key areas and positions and requisite capabilities
STEP 3. Categorize Interested workforce and Gauge Them against Competencies
Recognize who is interested in and has the flair to fill important areas and key positions.
- Discuss career goals and interests with human capital
- Pick out the key areas and positions that are vulnerable and the candidates who are ready to advance or whose skills and could develop competencies within the needed time span.
- Make certain that a sufficient number of bilingual candidates and members of designated groups are in feeder groups for key areas and positions.
STEP 4. Build up and Execute Succession and Knowledge Transfer Plans
Incorporate succession planning strategy for learning, training, development, and the transfer of corporate knowledge into your succession planning process in hrm and management.
- Define the training, learning, and development experiences that your company requires for leadership key positions and other potential vital areas.
- Align workforce’ learning plans to the skills (that includes language), abilities, and knowledge required for the current and future positions.
- Discuss with workers how they can pass on their corporate knowledge
STEP 5. Assess Effectiveness
Evaluate and monitor your succession planning in hrm and management efforts to ensure the following:
- Succession planning in hrm for all pivotal areas and positions are created;
- Key positions are occupied quickly;
- New recruits in vital positions perform efficiently; and
- Members of nominated groups are adequately represented in feeder groups for key areas and positions