A very good morning to both of our panel judges

and also not forgetting my fellow colleagues that

are present here in this lecture room. It is indeed
an honor to be able to stand here in front of all of
you and have this short session of knowledge
sharing. Today, I would be sharing with all of
you my topic on Succession Planning Process.
INTRO
Ladies and gentleman,
Before I proceed with further elaboration, let us
first understand the definition and as well as the
meaning of Succession Planning Process.
Succession
Planning
Process
can
be
understood as a process of which an
organization ensures that employees are
recruited and developed to fill certain key role
within an organization.

nd

POINT:
nd

The 2 step will be to Identify key positions in

the organization.
According to Anne Scott from Canadian
Federation of Independent Business, one must
identify the Choke Point of an organization
things that will stop the business from running.
Example: in an amusement park, only 1
technician is capable of repairing the electric
circuit for a rollercoaster. When the technician is
apparently on leave or is retired, will it stop any
operation of the organization?
Is it due to the matter of difficulties in recruiting
and hiring of another personnel? Or is it hard
to find an employee that possessed the required
skill by the organization?
rd

3 POINT
It is all about developing your employees and
supporting them in their careers to ensure the
organization has the right talent for the key
positions.
At a more strategic level, Succession Planning
Process helps an organization to retain success
even when a key worker is loss.
At the same time, organization can concentrate
their resources on talent development to yield
greater return in investment and organization
growth.
st

1 POINT
The Process of Succession Planning consists of
5 major steps:
1. Make demographic profile of the workforce,
identify the age, skills and roles of all the
employees.
The information from the demographic profile
will assist organization managers to determine
the likeliness of losing a key employee in the
future.

The third step will be to build job profiles for key

positions. An organization should always
document
the
knowledge,
skills
and
competencies required for the key positions.
A job profile will give a complete picture of the
position on how and what is actually done.
th

4 POINT
The next step would be to identify and assess
potential candidates.
Once a job profile has been completed, begin to
identify the strong potential candidate who can
advance into the key position.
Eg: The employee must be:

Meet the minimum requirement of the job

profile.
Have the potential of learning
Desire of taking new responsibilities of the
job profile.

Identification on the employee can also be done

through their performance rating or reviews, any
short term trial projects or any specific
accomplishment.

th

5 POINT
The 5th step would be to implement employee
development plans.
- job profiles to determine focuses on the
training efforts.
- engagement and support of the employer to
the employees in the development of their
career plan.
- eg: coaching and mentorship program.
A strategy to transfer knowledge to the younger
generation of employee.
th

6 POINT
After completing these 5 steps, the organization
must also perform monitoring on their
succession planning to review and make
improvements.
May ask questions such as:

Are all the key positions are quickly filled

after a vacancy in any of the position?
Do any key position have no successor?
Does the employee perform effectively in
their new role of the key position?

The succession planning process return on

investment depends on the original goal of the
organization. It may change according to the
changes in environment, technology and
employee changes.
CLOSING
The benefits of this process enables an
organization to have the correct talent and
skilled worker at the right position.
At certain point, it also helps the organization to
develop a pool of qualified candidates to be
ready to fill in the crucial position in the
organization.
Last but not least, it creates more opportunities
for employees to realize their career potential
and improving their abilities.

As a conclusion, the Succession Planning

Process is a good practice which helps in
retaining valuable workers and lowering the cost
of recruitment of new talents and is highly
recommended by most human resources
professionals. While there may be great
challenges ahead, Succession Planning will help
an organization to be better prepared for the
future.