Developing a Succession Plan

Succession planning is essential for continuity and organizational success. Developing an effective success plan is also an opportunity to assure a pipeline of qualified individuals with diverse backgrounds. An effective succession plan includes the identification of top candidates, valid performance metrics, mentoring, and engagement of general managers and human resource professionals. Without an effective succession plan, an organization risks losing employees with high potential at the same time the organization may be at operational risk from the unanticipated departure of key employees.

The exercise is important because an effective succession planning process is essential for operational continuity and organizational performance.

Place each of the activities in order from earliest to latest in the succession plan development process.

Rank the options below From 1-6.

Develop a mechanism of feedback for employees.

Speak with the heads of various divisions and their respective HR business partners to identify needs in the organization.

Develop valid measures to assess candidates for promotion.

Form a small team to evaluate the competencies and desired knowledge needed to fill key roles.

Identify individuals who could be developed to fill key positions.

Conduct a retrospective analysis of the programs effectiveness.