Framework Edit 2-2-17

Succession Planning Process
The succession planning process focuses on defining
requirements for critical roles and then identifying
participants who meet these requirements.
Naza World Group’s succession planning processes is rolebased
focusing on specific roles that are considered
critical to the current and future performance of the
organisation.
These pivotal or key roles can be strategic or operational,
as well as developmental roles that are viewed as key
“feeder positions” for providing employees with the skills
and experiences needed to move into critical or pivotal
roles.
This framework provides a six-step process to help initiate
succession management efforts, as well as detailed
considerations regarding the approach to assess the
leadership pipeline end-to-end implementation of effective
succession management programmes with the goal to
increase “leadership pipeline” or “bench strength”.
This systematic approach begins with identifying succession
requirements and culminates with implementing effective
development programmes for successors or leaders.
STEP I
Identifying the Critical Positions
STEP II
Profiling of Critical Positions
STEP III
Identifying the Talent Pool
STEP IV
Creating a Succession Plan
Naza World Group’s Succession Planning Process
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