Sharing Ideas, Inspiring Changes


As industries turn out to be more competitive, succession planning can be utilised as an effective process whereby an organisation ensures that employees are recruited and developed to fill key roles within the company. By which you are able to employ suitable employees, develop their knowledge, skills and abilities and prepare them to take up more challenging roles. These opportunities may arise as advancements or promotions and require the employee to be transferred to different jobs, departments or on-the-job shadowing in order to gain deep exposure needed for the upcoming job role.

Actively pursuing succession planning enables organisations to have employees ready and waiting to fill new roles even when it expands, loses key employees or increase in sales.

HRIS systems can now help with tasks such as succession planning, minimizing the time spent and keeps the organisation running more effectively and efficiently. Succession planning has been recognised to be superior to replacement planning, as it is a strategic process used to continually develop people within the organisation, in order to have suitable successors or engage in external recruitment for an open position.

Like any other scenario, Succession planning and implementations of HRIS need to be analysed from all angles.

Employer’s point of view

•Continuous workflow and productivity

As key employees leave, a large amount of productivity issues can emerge due to a pause in the workflow. This can managed by maintaining the Risk of Loss, Impact of Loss and ability to propose employees for job rotation.

•Facilitates the formation of career paths and suitable succession hierarchy

Succession planning provides supervisors and subordinates with the opportunity to develop an ideal career path with relation to the current job family or even find a suitable alternative path. This enables the formation of a productive succession hierarchy that facilitates both employer and employee development.

•Enables to find the right person for the right job

Analytical tools available in a HRIS help in this function by conducting suitability matching and job fit analysis in order to enhance talent acquisition. This would save the time and effort that is wasted during the manual implementation of the process enabling them to find the right person for the job and coach them to fill the gap. At the same time keeps the option open for external recruitment if the requirement arises.

•Succession planning as an effective contingency plan

With the Baby Boomer generation retiring along with 30-40 years of knowledge, experience, working relationships and information, it is important capture that knowledge before it walks out your door. The need of keeping successors ready if you decide to promote employees or redesign your organisation enables you to make necessary changes without being restricted due to lack of replacements.

Employee’s point of view:

•Creation of employee career path.

Employees who know that a next role awaits them, receive a boost to their self-esteem and self-respect. This enhances their efficiency and value as an employee. Many HRIS systems provides the opportunity for employees to decide on their career goals and develop potential career paths. This on the other hand gives an idea to the management regarding the employee career expectations and preferences to be taken into consideration.

•Spreading of employee value and potential across the organisation.

One of the main advantages of utilizing the help of an HRIS for succession planning would that the employee’s value is shared with the C level and decision making individuals regarding the acquisition so that no matter what the opportunity that comes up, managers have the ability to identify a suitable successor to fill the role within the organisation or hire a new employee if there is no suitable candidate.

The benefit of a more formalised system in terms of succession planning is that the organisation exhibits more of a commitment to mentor and develop the employee so that he or she is ready to take over. A HRIS can be utilised to obtain information through detailed analytics, dashboards and infographics that help to manage employee information accurately at all times. These systems help its users to customise its implementations to match the organisation’s HRD criteria’s and other specifications. This creates succession planning options that will automatically organise employee information into an easy-to-view format. Employers can simply use these tools and have the ability to create succession hierarchies that can enhance company performance through a smooth and continuous work flow.