Preparing people to take on important roles when their current holders move or leave.
Succession planning connects future staffing needs with the development of people who could take on important responsibilities. It involves identifying the capabilities a role requires, considering potential successors and arranging learning or experience that helps them prepare. Competency profiles can provide a common basis for linking recruitment, development and performance evaluation. A succession plan concerns readiness for future responsibility and does not itself promise a promotion or appointment. It also needs to account for employees’ own career decisions and circumstances, because their willingness and availability to move cannot simply be assumed.
In job listings
Sephora’s District Manager posting in Calgary required the identification and development of future leaders through succession planning and talent reviews. It also called for development plans that accelerated individual and team growth. This example shows succession planning as a management responsibility connected to deliberate preparation for future leadership roles. Search local jobs for “human resources”.
