Chapter . System Components
There are five basic succession planning components: replacement planning, human resource audit, high-potential employee identification, employment input, and development programs. Some systems incorporate all five, while others may rely on only one or two.
The primary component of a succession planning system is the identification of replacement personnel. At its simplest, this is a statement of who will fill a given job because it comes open. At its best, replacement identification includes an evaluation of the quality and “readiness” of the named successors.
Although the group approach to succession planning is currently being implemented in many large companies, at the very top, basic replacement ...