What are the best practices to develop good succession plans, when you don't have big enough training budget?

·         Identification of critical Roles

·         Identify Potential Contenders or candidates

·         Assign with Mentors 

·         Decide Time period

·         Evaluate the resultsv 

to higher already skilled staff and need to some little bit traininng or trainning on some main issues and eveluation, monitraing mechanism is strong. 

Following steps will help Succession Planning process without much of training;

* Identification of critical Roles

* Identify Potential Contenders or candidates

* Assign with Mentors 

* Decide Time period

* Evaluate the results

* Shortlist and chose the best successe

Thats it..it works well! All the best.

Note the key steps in succession planning: 

• Identify key roles for succession or replacement planning
• Define the competencies and motivational profile required to undertake those roles
• Assess people against these criteria - with a future orientation
• Identify pools of talent that could potentially fill and perform highly in key roles
• Develop employees to be ready for advancement into key roles - primarily through the right set of experiences.

You might have noticed the underlined text: employees can be developed primarily through right set of experiences, means you don't have to necessarily spend heavy amounts on their external trainings; instead you may want to consider job rotations, job enrichment, on the job training, or acting roles to develop them, which may not require heavy training budget.