succession planning means taking pre-alternative steps of any serious matter. its important for every organizaton.

Replacement planning is a process of identifying short-term or long-term backups so that organizations have people who can assume responsibility for critical positions during emergencies.

Succession planning is an important part of the talent management process. It provides a way to identify key roles, people with the right skills and positions that may need filling in a short space of time. It also provides a way to cut the costs of recruitment, enabling organizations to manage recruitment in-house.

The 8 Key Principles of Succession Planning:
1. It stems from the organization’s overall strategic plan.
2. Change and continuity are in balance.
3. Key leaders are aligned.
4. The plan has full commitment and resources.
5. It is flexible and allows for staged progression.
6. Progress can be measured.
7. The plan is comprehensive.
8. Preparation is continua

There are five elements to managing a succession process.
Identifying key positions for which a succession plan is necessary. The organization may have a couple of key positions or it may have many.
Identifying the successor or successors.
Identifying job requirements.
Building competencies.
Assessing progress.

Align Succession Planning with Business Goals and Values
In other words, the successors you identify and develop will guide your organization into the future. So choose them with the business roadmap in mind. Equally important, your succession plan should align with company values.

Succession Planning and Management Five-Step Process
Identify Key Areas and Positions.
Identify Capabilities for Key Areas and Positions.
Identify Interested Employees and Assess Them Against Capabilities.
Develop and Implement Succession and Knowledge Transfer Plans.
Evaluate Effectiveness.

elements for employee improvements are:
1. commitment
2. loyality
3. motivation
4. trust

Strategies for Succession Planning:
1. Align Succession Planning with Business Goals and Values
2. Establish a Culture of Transparency
3. Take a Comprehensive View of Internal Talent
4. Focus on Targeted Development
5. Establish Leadership Accountability for the Talent Pipeline
6. Create a Mentoring Framework

Steps to Developing a Replacement Plan:
1. Identify key positions.
2. Identify the critical skills for each position.
3. Assess the skills of current employees.
4. Match the critical skills to the current skills of employees
5. Pay attention to jobs that don’t have matches
6. Develop a plan to address gaps.
7. Evaluate the plan.

Succession Management is an application in Infor Talent Management that shares a common competency and skill infrastructure with other applications with the goal of assisting organizations in the management of talent. Succession Management includes both position-based succession management and high potential individual-focused talent management. Succession Management uses a single flexible competency hierarchy, which utilizes industry-leading and/or customer-defined competency models to support all talent management processes.

Succession Management provides the following capabilities:

create career paths for jobs in your organization

create talent profiles for resources

identify key and critical positions

add succession-related data to resources, including potential ratings, retention risk, and key strengths and weaknesses

create and monitor a succession pool for your key or critical positions

create and monitor talent pools

calculate bench strength for succession pools and talent pools

Leadership development refers to activities that improve the skills, abilities and confidence of leaders.

Evaluating Succession Planning:
1) BENCH STRENGTH PRIOR TO THE SUCCESSION MANAGEMENT SYSTEM
2) ONGOING EVALUATION OF BENCH STRENGTH
3) NUMBER OF QUALIFIED, “READY-NOW” CANDIDATES
4) DEVELOPMENTAL IMPROVEMENTS
5) ORGANIZATIONAL PERFORMANCE

The parallel method of implementation (or conversion) involves operating both systems together for a period of time. This allows any major problems with the new system to be encountered without the loss of data.

The 4 common methods of implementation (or conversion) are:
Direct cut-over.
Parallel.
Phased.
Pilot.

Ways of Implementation: Integrated Way: 3 way
1.Determine & Prioritize Your Goals – Must-Dos and Nice-to-Dos
2. Review your Enterprise Integration project from a holistic perspective
3. Follow a 5-step approach to develop your Enterprise Integration implementation strategy

A Step in the Right Direction: Data Analysis for Decision-Making. Analyzing data is the process of retrieving original data using specialized computer systems and applications. This original data is transformed into different formats or classifications of meaningful information that supports decision-making

Best Practices of Succession Planning:
1. Start With The End In Mind
2. Be Clear About The Roles That Will Be Included
3. Engage All Stakeholders Who Will Be Impacted In The Process
4. Incent & Recognize Leaders Who Develop Others
5. Use Technology
6. Conduct Talent Assessments At Least Annually

Most Common Reasons Why Succession Plans Fail
1.Successors leave.
2.incumbent doesn’t leave.
3.Successor doesn’t perform.
4.Focus on past experience and not future skills.
5.A fixed mindset cripples future success.
6.Succession planning is considered an HR function of a strategic imperative.
7.HR & management makes succession planning too complicated.

Conclusion Succession planning is more important than ever. With a maturing workforce and the retirement of the “baby boomers,” one part of succession planning includes the need to pass on the knowledge, judgment, and intuition of senior leaders before they retire.