Succession Planning Template SHRM (Society for Human Resource Management)

This task is essential for creating a successful succession plan. It involves identifying the key positions within the organization that have a significant impact on its functioning and success. By identifying these positions, you can prioritize the succession planning process and ensure the continuity of essential roles. The desired result of this task is a comprehensive list of key positions. Some potential challenges to consider include determining the criteria for identifying key positions and ensuring that all relevant positions are included. This task requires input from key stakeholders and may require organizational charts or job descriptions.

In this task, you will analyze the skills and competencies required for the key positions identified in the previous task. This analysis is crucial for identifying the specific qualifications and attributes that potential successors should possess. The desired result of this task is a comprehensive understanding of the skills and competencies required for each key position. Some potential challenges to consider include accurately assessing the skills needed for each position and ensuring that the analysis reflects the current and future needs of the organization. This task may require input from subject matter experts and reference materials such as job descriptions or competency frameworks.

In this task, you will identify potential internal candidates who have the skills and competencies required for the key positions. This step is crucial for ensuring a pool of qualified individuals who can step into leadership roles when needed. The desired result of this task is a list of potential internal candidates for each key position. Some potential challenges to consider include ensuring a fair and objective selection process, assessing candidates' potential and readiness for promotion, and maintaining confidentiality during the identification process. This task may require input from managers, HR professionals, and performance evaluation data.

In this task, you will assess the skills, competencies, and potential of the identified internal candidates. This assessment will help determine their readiness for assuming key roles and identify any areas for development or improvement. The desired result of this task is an evaluation of each candidate's skills, competencies, and potential. Some potential challenges to consider include conducting fair and accurate assessments, ensuring confidentiality of assessment results, and obtaining input and feedback from relevant stakeholders. This task may utilize assessment tools, performance evaluations, and feedback from supervisors and colleagues.

This task involves identifying the gaps between the current skills of potential internal candidates and the skills required for the key positions. By identifying these gaps, you can develop targeted training and development programs to address them. The desired result of this task is a clear understanding of the specific areas where candidates need to improve their skills. Some potential challenges to consider include accurately assessing skills gaps, aligning the assessment with the identified skills and competencies from Task 2, and prioritizing the most critical gaps for development. This task may utilize skills assessment tools, feedback from supervisors, and input from subject matter experts.

In this task, you will design and implement training and development programs to address the skills gaps identified in the previous task. These programs will provide candidates with the necessary knowledge and skills to excel in the key positions. The desired result of this task is the successful implementation of training and development programs. Some potential challenges to consider include designing tailored programs for each candidate's specific needs, sourcing appropriate training resources, scheduling training sessions, and obtaining budgetary approval for training expenses. This task may require collaboration with trainers, subject matter experts, and HR professionals.

In this task, you will create a detailed career development plan for each potential successor, outlining the steps they need to take to develop the skills and experience necessary for the key positions. This plan will serve as a roadmap for their professional growth and will help ensure their readiness when the need for succession arises. The desired result of this task is a comprehensive career development plan for each potential successor. Some potential challenges to consider include aligning the career development plan with the identified skills and competencies, setting realistic goals and timelines, and obtaining buy-in from the candidates. This task may require input from candidates, their supervisors, and HR professionals.

This task involves monitoring and evaluating the progress of potential successors in their career development journey. Regular monitoring and evaluation are essential for tracking their growth, identifying any obstacles or challenges, and providing necessary support and guidance. The desired result of this task is a comprehensive assessment of each candidate's progress. Some potential challenges to consider include ensuring consistent and objective evaluation, providing constructive feedback, and addressing any performance or development issues promptly. This task may require regular check-ins, performance evaluations, and feedback sessions with candidates and their supervisors.

In this task, you will revise the succession plans based on any changes in the organization's structure, strategy, or the roles of potential successors. Regular revision of the plans ensures their alignment with the evolving needs and goals of the organization. The desired result of this task is updated and relevant succession plans. Some potential challenges to consider include managing changes in leadership or organizational direction, reassessing the skills and competencies required for roles, and communicating plan revisions effectively to all stakeholders. This task may require input from senior leaders, HR professionals, and relevant stakeholders within the organization.

This task involves effectively communicating the succession plan to all relevant stakeholders within the organization. Transparent communication ensures that everyone understands the plan, their roles, and the overall importance of succession planning. The desired result of this task is clear and comprehensive communication of the succession plan. Some potential challenges to consider include determining the best communication channels, addressing any concerns or resistance among stakeholders, and ensuring that the message is received and understood by all. This task may require the creation of communication materials, meetings with stakeholders, and ongoing updates and reminders.

In this task, you will maintain a record of the potential successors and their progress in the succession planning process. This record serves as a centralized source of information and helps track the development and readiness of candidates. The desired result of this task is an updated and easily accessible record of potential successors. Some potential challenges to consider include ensuring data accuracy and confidentiality, organizing the record in a user-friendly format, and updating the record regularly. This task may utilize HRIS or other record-keeping systems and may involve collaboration with HR professionals.

This task involves preparing an emergency succession plan to address unexpected circumstances that may temporarily or permanently disrupt key positions. Having an emergency plan in place helps ensure the organization's continued functioning and minimizes the impact of sudden vacancies. The desired result of this task is a clear and actionable emergency succession plan. Some potential challenges to consider include identifying potential interim successors, developing contingency plans for different scenarios, and ensuring that the plan is known and understood by relevant stakeholders. This task may require collaboration with senior leaders, HR professionals, and subject matter experts.

This task involves conducting regular reviews of the succession plan to ensure its effectiveness and relevance. Regular reviews help identify any gaps or areas for improvement, as well as provide an opportunity to incorporate feedback from stakeholders. The desired result of this task is an updated and continuously improved succession plan. Some potential challenges to consider include scheduling and coordinating review meetings, obtaining feedback from stakeholders, and effectively capturing and implementing suggested changes. This task may require collaboration with senior leaders, HR professionals, and relevant stakeholders within the organization.

In this task, you will revise the succession plan based on the feedback received during the review process and any changes in the organization's structure, strategy, or key positions. Revising the plan ensures that it remains relevant and aligns with the evolving needs of the organization. The desired result of this task is an updated and improved succession plan. Some potential challenges to consider include incorporating feedback and suggestions while maintaining coherence and consistency, managing changes in leadership or organizational direction, and effectively communicating plan revisions to stakeholders. This task may require collaboration with senior leaders, HR professionals, and relevant stakeholders within the organization.

This task involves implementing the succession plan when a key position becomes vacant or when a planned transition occurs. Implementing the plan ensures a smooth handover of responsibilities and minimizes disruption to the organization. The desired result of this task is the successful transition of responsibilities to the identified successor(s). Some potential challenges to consider include managing the logistics of the transition, facilitating knowledge transfer between the incumbent and successor(s), and providing necessary support and resources to ensure a successful transition. This task may require coordination with relevant stakeholders, HR professionals, and the outgoing and incoming incumbents.