HRM CAREER AND SUCCESSION PLANNING

1. CAREER & SUCCESSION PLANNING
Human Resource Management
-Divyanshu Roy

2. Career
 The sequence of employment positions that a person has held over his
or her life time.
 An occupation undertaken for a significant period of a person's life
and with opportunities for progress.
“Your career is your business, it’s
time for you to manage it as CEO”
– Anonymous

3. Features
 Career develops over time.
 It is individual who ultimately judge the success of his career.
 Career is experiencing psychological success.
 Career includes many different positions, transition and organization.

4. Perspective
Organizational Individual

6. Career Planning
 Career planning can be defined as a sequence of separate but related
work activities that provides continuity, order and meaning in person’s
life.
OR
 Career planning is the process by which one selects career goals, and
the path of these goals. Career development is those personal
improvement one undertakes to achieve a personal career plan.

7. Need for Career Planning
 To attract competent persons and to retain them in the organization.
 To provide suitable promotional opportunities.
 To enable the employees to develop and take them ready to meet the
future challenges.
 To increase the utilization of managerial reserves within an
organization.

8. Features of Career Planning
 Career planning follows the bottom up approach.
 It’s not a one time affair but an ongoing process.
 It aims at matching the individual’s career goals.
 It means of achieving employees’ progression and organizational
efficiency.
 It is collective responsibility of both the individual employee and
organization.
 It’s normally made in dynamic environment.

9. Career Planning Process
Identify individual’s Needs & Aspiration
Analysing Career Opportunity
Identifying Congruence & Incongruence
Action Plans & Periodic Reviews
ORGANIZATIONAL LEVEL

10. Self Assessment
Research & selection of
Career
Short & Long Term Goals
INDIVIDUAL LEVEL

11. Advantage of Career Planning
INDIVIDUAL LEVEL
 Satisfy employees’ esteem
needs
 Improve employees’
performance on job
 Enhances employees’
commitment
 Increases morale of employee
ORGANIZATIONAL LEVEL
 Ensure the availability of HR
with required skill knowledge
and talent
 Improve the organization’s
ability to attract & retain
highly skilled employee
 Satisfy the employee
expectations
 Protecting employees’ interest

12. Problems in Career Planning
Problems Mobility
Career & Family
Dual Career Family

13. Succession Planning
 A deliberate and systematic effort by an organization to ensure
leadership continuity in key positions, retain and develop intellectual
and knowledge capital for the future, and encourage individual
advancement.
 Ensures that employees are recruited and/or developed to fill each
key role
 Ensures that we operate effectively when individuals occupying
critical positions depart.
 May be used for managerial positions or unique or hard-to fill roles.
 Align bench strength for replacing critical positions.

14. Steps in the process
 Phase 1: Identify Key/Critical Positions
 Phase 2: Conduct Position Analysis
 Phase 3: Develop Succession Plan
 Phase 4: Monitor, Evaluate, Revise

15. Phase 1: Identify Key/Critical Positions
 Key Contributor- in achieving the organization’s mission or would
hinder vital functions
 Specialized Leadership – The position requires specialized or unique
expertise
 Geographic – The position is the only one of its kind in a particular
location
 Vacancy- Position will be vacant due to retirement/advancement in
the organization/lateral moves

16. Phase 2: Conduct Position Analysis
 What are the external and internal factors affecting this position?
 What competencies or skill sets will be required?
 What are the gaps (competencies or skill sets not possessed by the
current staff)?
 What strategies will be used to address the gaps?

17. Phase 3: Develop Succession Plan
The succession plan is the culmination of Phases 1 and 2.
 Reviews of the individual positions and high turnover job classes are
rolled into one document and gaps and strategies are formulated at
an organizational or unit level.
 The strategies to overcome the gaps are outlined to include target
completion dates, responsible parties and required resources.

18. Phase 4: Monitor, Evaluate, Revise
 Select evaluation period-typically reviewed annually
 Be prepared to respond rapidly to unforseen changes to the plan
 Status/Progress updates should be monitored via the succession
planning template

19. Succession Planning
BENEFITS
 Enabling seamless transition
 Back up staff
 Having skills and knowledge for
emergency situations as well as
future needs
 Enhanced staff motivation
 Reduced cost and time for training
for replacement
DISADVANTAGE
 Difficulty in selecting the right
people and determining their
developmental needs
 Potential for grooming for positions
that may not be there in the future
Difficulties in maintaining the
motivation levels
 Possibility of poaching by other
organizations
 Inherent cost of training and
mentoring

20. “
”
The best way to predict
future, is to create one.
Abraham Lincoln
THANK YOU