It is the process of preparing employees for future jobs within the organization, and is a strategic investment to ensure business continuity and avoid vacancies and talent shortages, especially in leadership positions. This reflects the sustainability of the organization and increases its efficiency and productivity. Its importance lies in ensuring business continuity and providing qualified leaders for the future, which reduces the impact of job vacancies. It also contributes to improving overall performance, retaining talented employees, and supporting the achievement of the organization’s long-term goals.
The components of job succession include several basic elements, including:
Identifying vital jobs: Identifying key positions that need future successors to ensure business continuity.
Talent planning: Developing strategies to discover and develop the skills needed for future positions.
Training and development: Providing training programs to qualify employees and enable them to perform future tasks.
Continuous evaluation: Evaluating employee performance periodically to determine their readiness to move between jobs.
The foundations on which career succession is built are:
Strategic planning: Linking the career succession plan to the organization’s strategic goals.
Transparency: Clarity of promotion and nomination criteria for senior positions.
Continuous development: Investing in employee training and developing their skills.
Justice and equality: Providing equal opportunities for all employees to assume future leadership positions.
Studies show that 79% of large organizations consider career succession an essential part of their strategies to develop future leaders (a study by Korn Ferry).
Studies show that ABC Information Technology faced challenges in leadership vacancies and high resignation rates. To implement a solution, it developed a career succession strategy that includes identifying vital jobs, training programs, and periodic performance evaluation. The strategy resulted in a 25% reduction in turnover and an 18% increase in organizational performance. Internal employees were also appointed to leadership positions. The program helped the company achieve stability and growth.
Conclusion
Succession planning is an important strategic tool to ensure the sustainability of organizations and achieve high performance. By developing employees and identifying leadership competencies, job vacancies can be avoided and the organization’s competitiveness can be enhanced in the long term.