Definition: Succession Planning and Human Resource Strategy (HRS) | Human Resource Management

Sucession Planning

In organizations human resources are broadly classify into managerial level and non-managerial level. Managerial level employees are decision maker and more responsible than non-managerial level employees to provide direction to the organization. In organization the managerial level organization may be vacant due to different cause such as death, resignation, transfer, promotion, termination, etc. In such situations organization cannot directly appoint human resources to fulfill that position so, they prepare lower level eligible human resources to hold managerial level job is called succession planning.

In other word, succession planning is the systematic process of identifying and selecting the lower level eligible candidate or human resources for holding managerial job and preparing them competent through training and development activities for future managers. In fact succession planning is the quest for future managers and making them competent to hold managerial position and responsibilities.

Human Resource Strategy (HRS)

In simple term strategy refers to a long-term action plan design to achieve success from competition. It is a means to achieve the ends. So, a long-term and broad action plan designed to make the human resource more competent, capable and efficient to achieve organization objective is called human resource strategy (HRS).

In other words, human resource strategy (HRS) is an integrated action plan that combines skill, knowledge, ability of human resources with organization culture and operating system that enables the organization to achieve competitive advantage. It enhances skills, knowledge or competences of human resources.