Succession planning ensures organizational continuity by preparing internal staff to step into key roles when needed.
EPI’s organizational management framework emphasizes:
Structured Skill GrowthA Career Development Program provides:
targeted training
competency building
job rotation
professional certification pathways
mentorship and development planning
Identification of Future LeadersThrough career development planning, individuals are tracked, evaluated, and groomed for future responsibilities.
Internal Capability StrengtheningSuccession planning focuses on internal development first, before external hiring options.
Why the other options are not correct:
B. Disciplinary programUsed for performance or behavioral issues; it does not contribute to succession planning.
C. Relationship with managerWhile helpful, it is not a formal tool for succession planning and is not an EPI-recognized structural process.
D. External recruitmentThis is a remedy when internal succession strength is insufficient—not a tool for optimizing succession planning.
Thus,A — Career development programis the correct choice.
EPI DCFOM-Aligned Reference Concepts
Succession planning depends on structured skill development.
Training, assessment, and career development form the foundation of succession pipelines.
Job rotation and development programs are integral to organizational continuity.
