As an HR Manager, what are the main succession planning steps to bolster your growth-curve?

Old But This theory is gold:

Succession Planning and Management Five-Step Process

1. Identify Key Areas and Positions. ...
2. Identify Capabilities for Key Areas and Positions. ...
3. Identify Interested Employees and Assess Them Against Capabilities. ...
4. Develop and Implement Succession and Knowledge Transfer Plans. ...
5. Evaluate Effectiveness.

• Existing employees are motivated when succession plans are communicated to them, creating a sense of oneness and shared purpose.
• By assessing the current workforce for leadership potential, HR teams can often locate latent skill gaps and talent development requirements.
• The organization is made more responsive and agile to market changes, as a good succession plan would outline several viable candidates for a particular role -- creating a failsafe pipeline.
• Employees who have spent years gathering technical or domain-specific expertise, get the opportunity to translate their hands-on knowledge into strategic decisions.
• Companies preferring to fill open positions from within the company generally report a higher success rate. This could be attributed to the preservation and reinforcement of institutional knowledge and a certain sense of product/service/brand familiarity.

1- Organizing Human Resources Unit

2- Focus on human resource activities such as employee management, payroll and education and development.

3. Human resource specialists and people working in this area.

Hope to see the link  

 

https://www.hrtechnologist.com/articles/leadership-succession/5-succession-planning-steps-to-bolster-your-growth-curve/

 

It is necessary to properly plan the study of what is planned and then follow up well to implement this planning

In my opinion, there are no steps to enhance your growth-curve. However, there are many things to do for self-improvement. For example, as HR Manager, you can increase your networks, especially with staffing centers. Also, you may need to ask other departments what important skills they require, so it helps you to find qualified candidates. Another thing, you may need to know about cultures. These the only thing come up on my mind. I wish to see other suggestions from others It’s really good question Good luck