Effective organizations do not passively wait for the future.

They create it by investment of their time, thoughts, and planning in order to make sure the continuity of their talented leadership. This process is known as succession planning.

This also ensures the continued effective performance of an organization by establishing a process to develop and replace key staff over time.

The prime mission of succession planning is to plan a progression of personnel moves so that candidates for key positions are known in advance of actual need.

This earlier naming permits opportunities for mentoring and developmental activities to improve a manager’s willingness to succeed to specific positions.

It also provides concrete decision making information necessary to minimize the chance of poor selections or the adverse impacts of surprising vacancies that can upset the stability of management.

The succession planning can be of any purpose among the three as: Simple Replacement Planning, Developmental Succession Planning, and Talent Pool Planning. The important thing is to remember that in all only internal employees selected for critical positions. Moreover, in developmental and in talent pool the inclination is to manage people for future challenges.

To implement a succession planning plan in reality is not easy. It requires the support of entire organization and most importantly the CEO, Board of Directors and Executive management positions. Organizations must consider succession planning as a important strategy of their Human Resource Management System. Five things are perquisite to implement a successful succession plan as:

1) Building a stiff organization foundation means the clear vision of succession plan lies in everyone’s mind in advance of the actual happening date.

2) Co-emerging of Leader’s Exit Strategy means simply leaders should start with the end in mind and planned and owned by them too.

3) Diminishing the Organization’s Risk means in case of illness, accident, disability or even death of an organization leader all risk associated with succession plan ensure the employees and will handle with proper documentation.

4) Amplification of organization’s management systems and processes means develop strong system and processes in advance by focusing on continuous organizational improvement, high quality values offering and services, membership, and most importantly finding, hiring and developing best possible staff.

5) Transition in Leadership means identify the gaps between present leadership and the talent pool and try to improve it according to the organization culture, and business requirements.

Human Resource Management is the strategic partner of the corporate strategy, must think.

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