The process of recognizing short or long term backup employees who can take up responsibility during emergencies for the organization Is known as replacement planning.
Figures who are hired or relate to the term ‘replacements’ have no progressive benefits such as promotions or don’t need talent management which mainly focused on developing and retaining the best employee. Rather they are trained only to a level where they can take over an important position for that particular period of time until the leaders of the organization can search for and find a permanent individual for the role.
Replacement planning surmises that that hierarchical relationships will not change quickly and only backups for top-level positions are focused upon. Essentially replacement charts will only list 3 people as “backups” for every note worthy position and will usually signal the readiness of each person who is to handle the current role of the job bearer.
So how do you know if your organization needs to look into Replacement Planning? Here are a few common signs that may present itself to an organization which may signal the need for this systematic approach.
• Taking a long time to acquire a suitable replacement. If an important individual is suddenly lost due to disability or resignation.
• The time taken to full vacant positions is being perceived to be too long by Team Managers.
• Managers having trouble to do on job training and detecting individuals who are ready for promotion as vacancies arise.
• Employees feeling that promotion decisions are being made unjustly or inconsistently.
• The number of talented potential employees leaving is higher than the rate of average working individual’s are more.
Replacement planning is shrewd in nature but essentially a very important strategy for all organizations, regardless of their size or stature. Replacement plans make sure that the flow of operations are smooth and assure that critical positions will always be assumed by trained individual’s on short notice.