Page 123 - DMGT406_HUMAN_RESOURCE_MANAGEMENT

Human Resource Management

Notes 7.8.1 Replacement Charts

A succession plan is a plan for identifying who is currently in post and who is available and
qualified to take over in the event of retirement, voluntary retirement, dismissal or sickness.
A typical succession chart shows details of key executives and brief references to their possible
successors.

The replacement chart is a visual representation of who will replace whom if there is a job
opening. The replacement summary indicates likely replacements for each job and shows their
relative strengths and weaknesses. This can be prepared in a detailed way so as to facilitate the
easy selection of a candidate in case of future vacancies.

7.8.2 Career Planning vs Succession Planning

The terms 'career planning' and 'succession planning' are not synonymous, but they are similar.
Succession planning is generally needed for key positions at higher levels, while career planning
covers executives at all levels including high skilled employees and operatives. Career planning,
by its very nature, includes succession planning. The career paths for executives are identified.
How people can grow vertically is also indicated. In case of a vacancy arising at any level, the
career plan is well supported by a succession chart. Both are thus complementary and
interdependent.

7.9 Steps in Career Development System

Career development consists of the personal actions one undertakes to achieve a career plan.
Career development looks at the long-term career effectiveness of employees. The actions for
career development may be initiated by the individual himself or by the organisation. Career
progress and development is largely the outcome of actions on the part of an individual. Some
of the important steps that could help an individual cross the hurdles on the way 'up' may
include:
1. Performance: Career progress rests largely on performance. If the performance is
sub-standard, even modest career goals can't be achieved.
2. Exposure: Career development comes through exposure, which implies becoming known
by those who decide promotions, transfers and other career opportunities. You must
undertake actions that would attract the attention of those who matter most in an
organisation.
3. Networking: Networking implies professional and personal contacts that would help in
striking good deals outside (e.g., lucrative job offers, business deals, etc.). For years men
have used private clubs, professional associations, old-boy networks, etc., to gain exposure
and achieve their career ambitions.
4. Leveraging: Resigning to further one's career with another employer is known as
leveraging. When the opportunity is irresistible, the only option left is to resign from the
current position and take up the new job (opportunity in terms of better pay, new title, a
new learning experience, etc.). However, jumping too jobs frequently (job-hopping) may
not be a good career strategy in the long run.

5. Loyalty to Career: Professionals and recent college graduates generally jump jobs frequently
when they start their career. They do not think that career-long dedication to the same
organisation may not help them further their career ambitions. To overcome this problem,
companies such as Infosys, NIIT, WIPRO (all information technology companies where

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