Whats the difference between succession planning and workforce planning?
MissionThe CalHR Statewide Workforce Planning Unit is committed to building a quality sustainable workforce for the State of California. Show
Workforce PlanningWorkforce planning is having the right number of people with the right skills in the right jobs at the right time. The State
of California Workforce Planning Model provides guidance for developing a comprehensive workforce plan that aligns staffing with the strategic missions and critical needs of the organization. Succession ManagementSuccession management supports workforce planning by developing internal resources to prepare for turnover and
maintain continuity of critical business functions. The State of California Succession Management Model provides guidance to identify high risk key positions and prioritize succession management strategies. Network
Give Us Your Feedback Contact UsCalHR's Statewide Workforce Planning Unit is available at or (916) 322-0742 to assist your organization with workforce planning and succession management efforts. Workforce Planning Workforce planning is the purposeful process by which the University determines the future human resource requirements needed to achieve its strategic objectives. It requires an analysis of numerous factors, including current staff, long- and short-term needs and weaknesses in the talent pool. It also calls for a detailed understanding of the skills of the workforce and advanced decision support tools to help maximize the organization's talent pool. Its purview is the entire breadth and depth of an organization. Workforce planning is looking forward to what the University needs to accomplish now and in the future to successfully meet its goals; what knowledge, skills, and experience are required to get the job done; and how large and what type of workforce, what roles are required to provide that mix of skills, knowledge, and experience. It defines the activities necessary to have the right people with the right skills in the right roles at the right time.
Succession Planning Succession planning is part of workforce planning. It enables the University to identify talented employees and provide education to develop them for future higher level and broader responsibilities. The objective of succession planning is to ensure that the University continues to operate effectively when individuals occupying critical positions depart. Succession planning helps you "build bench strength." Succession planning is a process whereby the University ensure that employees are recruited and developed to fill key roles. There are four phases to the succession planning process: Phase 1: Identify Key/Critical Positions When identifying a key/critical position, the question you should ask is… if the person were to leave the University, would leaving it vacant or not filling it with the 'right' person have an adverse impact on the University's goal, mission or major function? This position may or may not be a managerial or supervisor position. A critical position may also be a position that utilize unique, hard-to-replace competencies. Phase 2: Conduct Position Analysis Identify the specific skill sets that will be needed to satisfactorily perform the key roles. Assess the current bench strength by determining the "readiness level" of current employees. Identify any gaps in competencies or skill sets not possessed by the current staff. Create a strategy for addressing the gaps. Phase 3: Develop Succession Plan The succession plan is the culmination of Phases 1 and 2. This is where Phases 1 and 2 are formally documented. In this phase, the strategies to overcome the gaps are outlined to include target completion dates, responsible parties and required resources. Phase 4: Monitor, Evaluate, Revise Ongoing evaluation and adjustments are vital to effective succession planning. Although the succession plan covers a 3 -5 year period, it should be reviewed at least annually. The inability or risk of not completing phase 4 can lead to failure to meet University goals or not having the ability to rapidly respond to unanticipated changes.
Is succession planning part of workforce planning?Succession planning complements and is a follow-up to workforce planning. It is intended to help assess short-term (1-3 years) staffing requirements to ensure there is a potential talent pool available to meet the organization's goals and objectives.
How do succession planning and workforce planning compare in terms of the targeted employee groups?Whereas Workforce Planning helps your organization compare and contrast your workforce's needs with those of your business processes determined by set objectives and long-term goals, Succession Planning gives you the insight into who has the skills to grow into higher up positions within your company.
What is the difference between talent planning and succession planning?While talent pipelining can be used throughout the business and is typically used to welcome newer or more junior talent into the business, succession planning is traditionally applied to identify and develop new leaders who can take over their predecessor should they leave.
What is a workforce plan?Workforce planning is a process of analysing the current workforce, determining future workforce needs, identifying the gap between the workforce you will have available and your future needs, and implementing solutions so that an organisation can accomplish its mission, goals, and strategic plan.
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