There is an information explosion which may very well implode when individuals overload. In the area of Personnel, greater skills will be required of all supervisors and managers because of new laws, court decisions, and government regulations. Today, one more reason for having succession planning is that employees are staying put, potentially creating a log-jam at all levels. A predicament in this area lies in the fact that employees are not learning more about other jobs, nor are they being trained for greater responsibilities. So, succession planning is not a simple process of deciding who replaces whom when whom retires or moves on.
Organizations are dynamic, even in the negative.
Process or not, it is not without form or format. Identification of key positions 2. Job descriptions and identification of specifications 3. Identify candidates Speak with the candidates 4. Review the program, revise if necessary, and develop strategy for furthering the process.