HR glossary / S / Succession



Succession planning is a strategic process that allows organizations to ensure continuity in key positions by identifying and developing potential successors for these roles. This benefits the organization by ensuring smooth operations in case of an unexpected resignation or departure of an employee.

Within succession planning, organizations assess the competencies and skills of employees and then match them with the requirements of key positions. This allows for the mapping out of suitable development paths for potential successors, enabling them to acquire the necessary qualifications. Implementing such plans can significantly reduce the risk associated with losing key personnel.

Succession planning is not just a reactive approach to potential risk but also a proactive organizational development strategy. By identifying and cultivating internal talent, companies can gain a competitive edge by having access to leaders who understand the culture and values of the organization deeply.


Why is succession planning important for an organization?

Succession planning is vital because it ensures leadership continuity, which is crucial for maintaining the stability and performance of the organization. It prepares for the inevitable changes in leadership that can occur due to retirement, resignation, or unexpected circumstances, ensuring that the organization continues to thrive.

An effective succession plan requires clear identification of key roles, understanding of the specific competencies needed for these roles, a robust process for assessing potential candidates, and tailored development plans that prepare these individuals for future roles. Regular review and updates to the succession plan as business needs and personnel change are also crucial.

Succession planning should be directly aligned with the organization’s long-term strategic goals. By ensuring that future leaders are prepared to support the organization’s direction, succession planning helps maintain operational effectiveness and drives sustained business success.


Risk management

Mitigates risks associated with unplanned vacancies in critical leadership positions.

Leadership development

Cultivates a continuous pipeline of qualified leadership candidates ready to fill roles as they become available.

Business continuity

Ensures that important company knowledge and skills are retained and passed on, supporting continuous business operations.

Talent retention

Motivates high-potential employees by providing clear career pathways and development opportunities, which aids in retaining top talent.

Strategic planning

Integrates leadership needs with business planning, ensuring that the organization is prepared for future challenges and opportunities.

Wypróbuj HRnest za darmo

Zarejstruj się i testuj nasz system przez 30 dni bez zobowiązań!

HR glossary / S / Succession

Try out HRnest for free

Sign up and test our system for 14 days with no obligation!

Related articles

List of key terms and information related to the issue

See also