Introduction

Many organizations or most of them suffer from the problem of absenteeism of some employees, taking into consideration their administrative and job levels and their importance. Therefore, each institution or organization should take the full arrangements necessary to bridge the gap of losing one or more of its staff through the process of the job succession planning; since the organization might be able to secure some of its resources that had barely come to their attention because of default in planning.

Succession planning helps you take a more strategic methodology in developing the leadership and managerial skills, and assessing the employee’s skills. And it might be more important because of the fact that those near retirement usually hold the vital organizational knowledge. Besides, the job holders may also leave at any time and any expected or unexpected event might occur to the organization. And you may as well make sure of the continuity of work at all levels in the institution or organization.

Job succession planning takes place when you can make an accurate measurement of the performance of the employees, and evolution of the skills, job growth and information. Tools of succession planning requires the existence of a large scale integration and specialization options for supporting all the efforts exerted for the management of talents in your organization.