Succession Planning on a Budget: Can We Rely on Interviews Instead of Formal Tests?

Dear All,

Greetings!!

I'm working in the automotive industry. I want to go for succession planning. One of the major constraints I face is budget as my company doesn't spend on external trainings; it's very seldom here. My question is, is it necessary to go for formal behavioral tests? Isn't it okay if we grade them on their competencies after conducting their interviews?

Kindly help.

Whether your organization has sanctioned a budget for succession planning or not is a different matter. However, the primary requirement is to understand the difference between career planning and succession planning. Click the following link to refer to the difference: [Difference Between Career Planning and Succession Planning (with Comparison Chart) - Key Differences](http://keydifferences.com/difference-between-career-planning-and-succession-planning.html)

Employee Succession Planning vs. Replacement Planning
Employee succession planning is also different from replacement planning. Click the following link to know the difference between the two: [Succession Planning vs. Replacement Planning](https://www.helioshr.com/2014/10/succession-planning-vs-replacement-planning/)

From your post, it appears that you want to plan careers for the employees. Therefore, before you embark upon the idea, check the difference.

Thanks,
Dinesh Divekar

Dear Divakar, thank you for your prompt reply. I have understood the difference. I have identified managerial and above-level key personnel and have prepared their Individual Development Plans (IDPs) as well. Additionally, I have started Succession Planning for managerial and above-level employees. This marks the first year of the development plan for individuals who are being groomed to advance to the next level and achieve their career goals.

Query about Outdoor Training

My query pertains to outdoor training. Is it acceptable if individuals are not sent for any outdoor training during their development period? What if they primarily receive in-house training from their current position holder or another individual senior to them? Please provide guidance.

Warm Regards!

Dear Friend,

For succession planning, BEI (Behavioral Event Interview) is very helpful. BEI is widely utilized by many organizations in the country for succession planning purposes.

Warm Regards,
Bharat Gera
HR Consultant
9322404765

Competency Mapping and Interviewer Qualifications

You have recommended BEI for competency mapping. Nevertheless, what is important is whether the interviewer is qualified enough to conduct the BEI. Please consider the following levels of competencies:

Level I: - Awareness
Level II: - Basic
Level III: - Proficient
Level IV: - Advanced
Level V: - Expert

Now, suppose the interviewer is conducting BEI and would like to ask questions on Conflict Handling, Analytical Thinking, or any other competency. However, the interviewer is not certified in any of the competencies. Even if he/she is certified, and the level is Proficient or below, is the interviewer qualified to conduct BEI?

Most of the time, interviewers take help of resources freely available on the internet, use them a couple of times, and then certify themselves as "Expert." Is this the right procedure?

Thanks,
Dinesh Divekar

Dear Mr. Divekar, thank you for pointing out the details of which I am aware. I have replied as per the question asked by Ms. Seema about succession planning. Any expert in BEI will need to possess the competence, experience, and knowledge required to handle this. There are experts available in the market, although I am not the expert on this. Both genuine and fake experts exist in the market, and it depends on the skills of the person hiring the expert. I have experience in the automotive industry; hence, I am aware of the requirements.

With warm regards,

Bharat Gera
HR Consultant