ABSTRACT

The conscious effort of assessing the effects of retirements and designing strategies for filling impending vacancies is known as succession planning. Initially, this process was used in the US as a way of getting more women and minorities in middle and senior positions, and referred to as affirmative action planning. But, succession planning in the US and in other countries to address impending retirements and skill shortages is not common, although it is increasing. Succession planning begins with not only cataloging positions that will be open because of expected retirements, but also with assessing organizational needs. Given the number of people who will be retiring, it is almost inevitable that agencies and firms will have to consider not filling every vacancy and doing their work in a different way. Organizational assessments may suggest redesigning workflow. Some agencies will use new technologies or contract with other organizations as a way of coping with human resource shortages.