Text version of Figure 1: Link between the succession planning and management process and the integrated HR and business planning process

The diagram identifies the process of succession planning and management as a subcomponent of integrated HR and business planning.

The integrated HR and business planning process is depicted in 5 key steps:

1. Determine business goals
2. Scan the environment
3. Conduct GAP analysis
4. Set HR priorities to help achieve business goals
5. Measure, monitor, report

Succession planning and management activities begin during Step 3 (Conduct Gap Analysis). Three steps are undertaken at this stage:

1. Identify key areas and key positions
2. Identify capabilities for key areas and key positions
3. Identify interested employees and assess against capabilities

Step 4 – develop succession and knowledge transfer plans – links directly to step 4 of the integrated HR and business planning process: set HR priorities to help achieve business goals.

The final step of succession planning and management – evaluate effectiveness – directly supports step 5 of the integrated HR and business planning process: measure, monitor and report.

Once all steps have been completed, the process is started again from the first step of the integrated planning process: determine business goals.

Return to Figure 1: Link between the succession planning and management process and the integrated HR and business planning process