Succession planning is not simply replacement planning. Replacement planning suggests that an organisation simply identifies one or two potential individuals who can work as a backup, for a temporary period, in a role, until someone appropriate is found.
Human Resources seems to be ever-changing. It has moved from providing a purely Personnel function focusing mostly on administration to a more supportive function of acknowledging the value of employees as an organisational resource.
The business world is in the midst of fundamental change. By 2020, and beyond, the ability of organisations to manage their talent efficiently will mark the difference between success and failure.
Workforce planning is a set of procedures that a company can implement to define, align and optimise the workforce capabilities required to execute the organisation’s strategy, both current and in the future.
Workforce planning is grounded in its contribution to organizational performance. It provides management with a way to align the workforce with the business plan, and address current and future workforce issues.