Difference Between Career Planning and Succession Planning (With Table)

Career Planning vs Succession Planning

Planning is a fundamental aspect of any human life. Whether it is for education, job, personal growth, or anything else, planning is a must.

Without it, it will become challenging to shape our life. Planning, in simple language, means, thinking beforehand and have a proper agenda about life.

Take career as an example; we all think about it, plan for it, and simultaneously, set specific goals to achieve it.

In career planning, an individual thinks about what he/she is good at, and then choose a path that will allow them to reflect on it.

Something that will help them show their skills and interest and also enable them to grow.

Since we are talking about planning, there is another type of planning that is worth talking about, and that is succession planning.

Even though it requires planning, but it is quite broad in terms of structure.

In organizational planning, it is essential to have potential employees on board who will look after the organization and enable the company to grow through adequate planning.

Since we have given you a gist about what career and succession planning is, read on more to know about both of them in detail. 


 

Comparison Table Between Career Planning and Succession Planning (in Tabular Form)

Parameter of ComparisonCareer PlanningSuccession Planning
What is the meaningCareer planning is a process where an individual plan about their career goals and ways to achieve them.  Through the Succession planning process, an organization finds a critical position and potential candidates to fill the positions and help the company grow.
What is the subset?Career managementSuccession management
What is it for?Career Planning is for individualSuccession Planning is for organizational strategy
PositionsOne individual takes over his/her life and plans accordinglyVarious employees work for one position over a period of time
EnsuresSuccess in an individual’s careerThe continuous growth of leadership skills for all the key positions

 

What is Career Planning?

Career planning is not difficult to understand. It is a process where an individual will think about what she/he is good at.

Think about the different prospective they might have, and which one would be the most suitable depending on their skills and abilities.

Career planning happens on an individual level.

Career management is involved in career planning, where the single entity will focus on his/her strength and simultaneously think about the opportunities that will enable them to grow and will try to execute on the steps to achieve their goals.

This way, they get to know more about their abilities, skills, identify them, and finally plan for them accordingly.

  1. In career planning, the first thing that an individual does is think about their current career status.
  2. In the next step, he/she tries to understand what they are good at. This will include their interest, abilities, skills, and more that will match with different open positions. 
  3. For the third step, an individual will then scrutinize different available options.
  4. Then comes the concrete career planning layout where they will put their planning into proper action. 
  5. Even though they have found a few good options that suit their capabilities, skillsets, and abilities, they must remain flexible. 
  6. Finally, after calculating every pros and cons during their career planning journey, they implement the plan. 
How to plan your career
 

What is Succession Planning?

Succession planning is not about just one individual, but about the whole company.

It comprises of succession management, where the company focuses on the critical positions that are vacant and replace them with a highly confident and skillful individual that will allow their company to grow.

This way, the organization gets to streamline the functioning of their company.

During succession planning, an organization will pay the utmost importance to their objective and prepare a layout to execute them. 

Succession planning will include different managers, as well as executives, to identify the potential candidates for the organization, access their capabilities, and hire those who are the right fit for the organization.

Succession planning includes five robust steps, which most of the companies follow, here they are:

  1. The first step is to identify, as well as analyze the different critical roles they have in their organization and plan appropriately to replace the critical open positions. 
  2. Clearly define the motivational along with the capabilities report that prospective candidates need to have to fill those critical roles. 
  3. The third is to assess different potential candidates based on their future orientation. 
  4. Now is the time to identify all the prospective candidates based on their credentials, which will be the right fit for the organization. 
  5. Assisting the new employees to be ready for their new roles after understanding their set of experiences. 
How to do succession planning

Main Differences Between Career Planning and Succession Planning

Clearly, both individual and succession planning are different. One happens at a personal level and the next at an organization level. 

RECOMMENDED  Difference Between Art and Craft (With Table)

Here is the simple explanation of the main difference between career and succession planning:

  1. Career planning is more about individual planning, where a person thinks about his/her career, and plan for it accordingly. Whereas succession planning is the betterment of the entire company, and therefore it comprises the inclusion of a lot of different people. 
  2. In career planning, a person takes career management under consideration, but in succession planning,
  3. succession management plays a critical role. 
  4. In career planning, an individual tries to identify his/her skillsets, interests, and abilities that will allow them to find the right career, letting them grow individually. However, in succession planning, it is more about the growth of the company by bringing in a pool of potential candidates that will be the right fit for different critical roles. 
  5. In career planning, it is only about a single individual. However, succession planning is about the whole company. 

 

Frequently Asked Questions (FAQ) About Career Planning and Succession Planning

  1. What is the process of succession planning?

    Succession planning is basically a five-step process:
    1) Step one is where the key ideas and positions are identified.
    2) In step two, the capabilities for the key areas are identified.
    3) In step three the interested employees are identified.
    4) The fourth step is the development and implementation of a successive knowledge plan.
    5) The last step is the evaluation of the effectiveness.

  2. What are the objectives of career planning?

    The major objectives of career planning are as follows:
    1) Identifying the positive character of the employees
    2) Developing the awareness about the uniqueness of each employee
    3) Respecting the feeling of other employees
    4) Attracting talented employees to the organization
    5) Training the employees towards team-building skills and techniques.

  3. What is the definition of career development?

    Career development is a process in which a person gets the knowledge about the working culture and ethics, followed by work and leisure activities, transitions in the lifestyle and spending patterns, making family and finally getting settled at a preferred location with good package.

    All this process is life long and comes under career development.

  4. What are the four career stages?

    A career stage model is the one that explains the phases through which a person passes in his professional life as well as in personal life.

    There are 4 stages in this process which are as follows: first is the establishment stage, second is the advancement stage, third is the maintenance stage and the last stage is the withdrawal stage.

  5. Who is responsible for succession planning?

    Succession planning is something that is done by the top-level management people of any organization.

    It usually requires years of experience and expertise which is present only in the top management people. Generally, the CEO or the director of the company is responsible for succession planning.

  6. Why do succession plans fail?

    Succession plan fails due to the lack of coordination between the employees and the management.

    Also it happens due to the lack of proper knowledge regarding the completion of the task and the improper allocation of budget in some redundant task rather than an important one.

  7. What is 9 box succession planning?

    The 9 box model is a performance and potential measuring matrix model which is a very important tool for the process of succession planning and the development of strategies for the organizations.

    The model contains 9 boxes which are arranged on the x and y grid, where the potential is measured along the y axis and performance is measured along the x axis.


 

Infographic

Career Planning vs Succession Planning

 

Conclusion

Both career and succession planning is necessary. Even if both of them are different, but they are both critical.

Career planning is the first step that an individual takes to ensure that they get the best opportunity in terms of jobs.

However, when it comes to succession planning, the company becomes responsible for finding the right individual who will be the perfect fit for their critical positions.

In succession planning, the entire organization is benefited, but in career planning, it is only about the individual. 


 

Word Cloud for Difference Between Career Planning and Succession Planning

The following is a collection of the most used terms in this article on Career Planning and Succession Planning. This should help in recalling related terms as used in this article at a later stage for you.

Word Cloud for Career Planning and Succession Planning

 

References

  1. https://www.emerald.com/insight/content/doi/10.1108/09556219110144822/full/html
  2. https://journals.lww.com/jonajournal/fulltext/2009/12000/Healthcare_Succession_Planning__An_Integrative.12.aspx
  3. https://psycnet.apa.org/record/1983-22205-001