Succession planning may be used in respect of particular positions (eg identifying and grooming a successor to a chief executive) or on an organisation-wide basis. The latter is commonly referred to as Human Resource Planning (HRP).

In order to be effective, succession planning should be linked to corporate planning, risk management and employee development. Care must be taken to avoid discriminating at all stages of the succession planning process.

This topic looks at how organisations can minimise the risk posed by the loss of key employees. It considers a number of different ways that organisations can identify development potential in employees in order to fill vacated positions.

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