The most effective succession plans include customized development options (B) and emergency replacements for critical positions (C). At the SPHR level, succession planning is both a developmental and risk-management process.
Customized development options ensure that high-potential employees receive targeted experiences, coaching, stretch assignments, and learning opportunities aligned to the specific competencies required for future roles. This individualization increases readiness and accelerates leadership effectiveness.
Emergency replacements—often referred to as “ready now” successors—are essential for business continuity. They ensure that unexpected vacancies due to resignation, illness, or termination do not disrupt operations or leadership stability.
Standardized career paths (A) may support transparency but lack flexibility. Scorecard data (E) supports identification but is not sufficient without development and contingency planning. Cost-benefit analysis of feedback time (D) is unrelated to succession effectiveness.
SPHR exam content emphasizes that strong succession planning balances immediate continuity needs with long-term leadership development, making readiness and customization critical success factors.
References :
HRCI SPHR Exam Content Outline — Functional Area: Leadership and Strategy (succession planning; leadership continuity).
HRCI SPHR Study Guide — Components of effective succession systems.
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