More than four employers in 10 (42.5%) have never operated a succession planning process - and yet identifying successors to fill key posts is even more important to ensure ongoing business success in today's tough economic climate. The main reasons for the absence of a plan relate to a lack of resources or HR expertise, or the fact that it is simply not a business priority. For some employers, the low level of staff turnover or small size of the organisation render succession planning largely irrelevant.
Although a low proportion of employers taking part in our study operate formal succession planning, a considerable percentage (31.5%) favour an informal approach. All of these employers have at least one kind of process or technique in place to support succession planning, including training and/or mentoring and performance appraisal.
Although the more modern form of succession planning often extends beyond the very top "once-in-a-generation" appointments such as directors, our survey findings show that its focus is still on more senior-level jobs. Managerial roles are most commonly covered by employers' formal succession plans.
The full findings from this two-part survey can be found here and here (XpertHR subscription required.)
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