what is the difference between career path and succession planning process?

SUCCESSION PLANNING AND CAREER PLANNING.
SUCCESSION planning is an element of career management process.
It is an outcome of -corporate strategic planning -corporate objectives -corporate strategy.
-While Career Planning is a critical element / outcome of SUCCESSION PLANNING, Performance appraisal and Potential assessment systems.
Career planning is the key process in career management.
It uses all the information provided by the organization's assessments of requirements, the assessments of performance and potential and the management succession plans, and translates it in the form of individual career development programs and general arrangements for management development, career counseling, mentoring and management training.

A career path refers to the careers available to you after you complete certain studies and entry-level jobs within a company.
Two critical questions arise: 1.
How you follow up to finding a career that is right for you? 2.
What are the factors that can influence whether a highly talented staff member will build a career within an institution or use it as a stepping stone? Succession planning recognizes that some jobs are the lifeblood of the organization and too critical to be left vacant or filled by any but the best qualified persons.
Effectively done, succession planning is critical to mission success and creates an effective process for recognizing, developing, and retaining top leadership talent.
It is a systematic approach to: • Building a leadership pipeline/talent pool to ensure leadership continuity • Developing potential successors in ways that best fit their strengths • Identifying the best candidates for categories of positions • Concentrating resources on the talent development process yielding a greater return on investment.

A career path is a map from point “A” to point “B”.
Many job seekers have a goal in mind, a dream job they are striving for.
Others aren’t quite sure what the future holds for their professional life and need a nudge.
Whatever your case, we can help you find a job that is a step in the right direction.
Succession planning is a systematic approach to: - Building a leadership pipeline/talent pool to ensure leadership continuity - Developing potential successors in ways that best fit their strengths - Identifying the best candidates for categories of positions - Concentrating resources on the talent development process yielding a greater return on investment.
Succession planning recognizes that some jobs are the lifeblood of the organization and too critical to be left vacant or filled by any but the best qualified persons.
Effectively done, succession planning is critical to mission success and creates an effective process for recognizing, developing, and retaining top leadership talent.

Career path refers to the growth of the employee in an organization.
It refers to the various positions an employee moves to as he grows in an organization.
The employee may move vertically most of the time but also move laterally or cross functionally to move to a different type of job role.
Career path is used interchangeably with career ladder.
Most successful companies chalk out a career path/career ladder for the employees in order to provide them with a realistic picture of their position in the coming years in order to retain them.
Having a clear idea about future positions and job responsibilities, the employee and the company can work to identify areas where relevant training is required for the employee to build his competencies to fulfill future job requirements.
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Succession planning is a process whereby an organization ensures that employees are recruited and developed to fill each key role within the company.
Through your succession planning process, you recruit superior employees, develop their knowledge, skills, and abilities, and prepare them for advancement or promotion into ever more challenging roles.
Actively pursuing succession planning ensures that employees are constantly developed to fill each needed role.
As your organization expands, loses key employees, provides promotional opportunities, and increases sales, your succession planning guarantees that you have employees on hand ready and waiting to fill new roles.
Effective, proactive succession planning leaves your organization well prepared for expansion, the loss of a key employee, filling a new, needed job, employee promotions, and organizational redesign for opportunities.
Successful succession planning builds bench strength.

Career path is when you help your staff set a structured goal for themselves in their careers, regardless of whether it is at the company or not.
Succession planning deals with ensuring that YOUR position at the company can be easily replaced by someone who reports to you.

Career Path is basically step by step development within the organisation or in another organisation.
For example, I am HR Assistant in organisation X, I could be promoted as HR Officer in same organisation or may be switched to another organisation Y as HR Officer and same as HR Coordinator or HR Manager or Senior HR Manager or Director HR progression in same organisation or switching to other organisations.
It seems that employee and employer both can care about individuals career.
Employer can also act to promote the employee or employee also free to leave the organisation to another institution for promoted positions.
However, Succession planning is only on part of organisation inside who decides if the CEO is retired in next couple of months, Mr.
X will replace him/ her and same for other key positions.
Succession planning is more practised in public organisations.

Career path refers to the growth of the employee in an organization.
It refers to the various positions an employee moves to as he grows in an organization.
The employee may move vertically most of the time but also move laterally or cross functionally to move to a different type of job role.
Succession planning is a process whereby an organization ensures that employees are recruited and developed to fill each key role within the company