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agreed with all answers < nothing more to say
Succession Planning is internal organization planning on the basis of which individuals are trained,groomed for managerial succession above hierarchical level.For instance for promotion often succession planning is used .The organization staff are trained and based on meeting performance objectives and criteria they are promoted up the career level.
Whereas Replacement planning is temporary changes or recruitment within organization or external.They are organization staff backup and often has to fill in temporary positions.Succession planning is long term whereas replacement planning is short term
replace this case about change who have law degree on his performance by recruit new blood with more creativity
Succession Planning: by recruit the young staff to learn from oldest and expert staff to be in the future the new leaders
Succession Planning
At its most basic level, succession planning is a “deliberate and systematic effort by a company to ensure leadership continuity in key positions, retain and develop intellectual and knowledge capital for the future, and encourage individual advancement” . Succession planning is an organization’s proactive attempt to come up with a succinct plan of action to ensure continuity in business operations, at all levels of an organization, by cultivating talent from within the organization through planned development activities. This means reviewing your strategic plan for the organization, reviewing the capabilities of the human capital currently on staff and making a determination of what additional development activities these individuals need to help the organization move forward with the strategic plan.
Replacement Planning
On the other hand, replacement planning “is a form of risk management….The chief aim of replacement planning is to limit the chance of catastrophe stemming from the immediate and unplanned loss of key job incumbents” . Replacement planning is the typical, what would happen if X or Y, who happen to be our CEO, gets hit by a bus on their way to work. While this is an extreme example, the likely scenario your company will face is the unexpected departure of an employee who is an important contributor to a team, department and organization.
Great answers provided by my colleagues. nothing more to add.
Replacement planning usually identifies ""back ups"for top level positions where as succession planning is to find and develop suitable men who can suit anywhere in the top level of an organisation
Succession Planning
At its most basic level, succession planning is a “deliberate and systematic effort by a company to ensure leadership continuity in key positions, retain and develop intellectual and knowledge capital for the future, and encourage individual advancement” . Succession planning is an organization’s proactive attempt to come up with a succinct plan of action to ensure continuity in business operations, at all levels of an organization, by cultivating talent from within the organization through planned development activities. This means reviewing your strategic plan for the organization, reviewing the capabilities of the human capital currently on staff and making a determination of what additional development activities these individuals need to help the organization move forward with the strategic plan.
Replacement Planning
On the other hand, replacement planning “is a form of risk management….The chief aim of replacement planning is to limit the chance of catastrophe stemming from the immediate and unplanned loss of key job incumbents” . Replacement planning is the typical, what would happen if X or Y, who happen to be our CEO, gets hit by a bus on their way to work. While this is an extreme example, the likely scenario your company will face is the unexpected departure of an employee who is an important contributor to a team, department and organization.
the succession planning will never NEEDS a replacement planning, because its already got the goal.
a replacement planning, when the plan have doubts to succeed the requirements.
Replacement Panning verses Succession Planning :
Replacement planning assumes that the organization chart will remain unchanged over time. It usually identifies “backups” for top-level positions, as they are identified on the organization chart, and stops there. A typical “replacement chart” will list about 3 people as “backups” for each top-level position and will usually indicate how ready each person is to assume the role of the current job incumbent.
Succession planning, in contrast, focuses on developing people rather than merely naming them as replacements. Its goal is to build deep bench strength throughout the organization so that, whenever a vacancy occurs, the organization has many qualified candidates internally that may be considered for advancement.
In most cases, organizational leaders recognize that it is wiser to focus beyond replacement planning to succession planning to build the long-term sustainability and viability of the organization.
In HR perspective, replacement planning is hiring someone when the present incumbent is resigning. For replacement planning, the recruitment process needs to start at least four months earlier than the proposed date of separation of the present employee.
Succession planning is the induction of a new CEO when the existing CEO is retiring or resigning. Succession planning is very important issue as this will affect the company image, shareholders expectation, company image in the community and finally the share price, if this is limited company. The succession planning shall start at least one year ahead and best done through head hunters.
human-resources-management
Replacement planning mean right person at right job according to his ability
Succession planing mean to select and place the person on job his expreince basic
