Are Succession planning & Career progression of employees properly considering by organizations?

Successions planning & Career planning of employees are interlinked with each other, so first need to understand both of them.

“Succession planning is the process of identifying a plan for orderly replacement of key employee/Manager when they leaved the organization”

"Organizational Career planning focuses on identifying career path that provide for logical progression of people between jobs in the organization"

The succession planning process consist of defining position which is critical to fill for future staffing and making top management involved for talent identification. The next step is to assess the talent available in the organization for promotion and determine the he has potential who is ready for promotion. Is he need for additional development or coaching? Selection should be aimed specific need in specific individual

HR Department has primarily responsibility for succession planning organization –wide. There are major involvement of top management & department managers

HR Department commonly performs the following actions:

Identifying development need for workforce Communicating succession planning process to employees.

Assessing executives/managers in identifying needed future job skills.

Above said is the system only to fill future need & now coming to the decision stage “make” or “buy” talent. There are two scenarios to make or buy talent for staff or manager.

For staff: There are 30 to 40 percentage cases when employees are got promoted to fill replacement and mostly companies decide to buy talent from outside instead of internal development. 

For managers: there are 10 to 15 percentage cases when employees are got promoted for Managerial position and mostly companies decide to buy talent from outside instead of internal development. 

The reason behind this is company thinks to lost good employee and get bad Manager and coaching and development need for him. But the company forget about the employee has spent 10 to 15 years in same company are in same position. Is this fair treatment for them. What career progression about them. Everyone wants to go ahead in his career. But unfortunately there are some employees in some organization are working there more than 10 years are holding same position. Reporting managers come and go but they are working for same position for years. 

The purpose to writing this article is to remind welfare manager sand Human resource managers and managements for the people who are working in the organization more than 10 years are not NPA (Non-performing assets) they are PA (Performing assets). Consider about their career path, if they found satisfactory for replacement either for staff or managers.