Succession planning

Succession planning is part of personnel development. It belongs to the areas of skills analysis, talent management and career planning.

Together, these areas are responsible for the following: filling key positions in the company.

The following 2 questions are very important to answer.

Which positions become vacant and when?
What qualifications should be used to fill these positions?

Succession planning is necessary for this

Timely succession planning is an important basis for filling vacant positions as quickly as possible. Only with sufficient personnel can the company’s core competence be ensured.

Especially when you consider that many employees will be leaving their jobs in the coming years and that fewer and fewer children will be born in Germany. It is therefore inevitable that there will be fewer and fewer workers on the market and that the war of talent will intensify even further.

Measures

A number of measures help to ensure good and structured succession planning. We have summarized exactly this for you in a simplified form below.

Identifying key positions

It is essential to know which qualifications you need for the success of your company. You should determine these in advance, write them down and use them to create an initial requirements profile.

Determine the need

It’s good to know which key positions may become vacant in the future. So always keep an eye on pregnancies or who will be retiring in the near future. You also need to plan financial resources for the subsequent recruitment process.

Preparation of requirement profiles

To create requirement profiles, you need to take into account the tasks and qualifications of the employees. Team members in key positions are particularly important. Also think about the future: how will this position develop in the future and what skills are required?