Successionsplanering som investering i humankapitalet : En studie om hur organisationer arbetar med och värderar successionsplanering

Sammanfattning

This study aims to examine how Swedish organizations work with and value succession planning. Replacing key positions within organizations can sometimes be perceived as a reactive process rather than through a strategic plan. Previous research also indicates that succession planning is becoming increasingly important from a long term and sustainability perspective. The study is conducted using a qualitative method with semi-structured interviews with six participants representing different organizations. The empirical material was analyzed through thematic analysis. The findings of the study indicates that a structured and formalized process is key when working with succession planning, in order to prevent it from being deprioritized. The results also highlight communication as a critical factor to maintain balance between long- and short term objectives. In conclusion the study shows that succession planning in Swedish organizations is considered to be significant but varies in terms of formalization and prioritization. Furthermore, succession planning can be understood as a strategic investment in an organization’s human capital, forming part of long-term workforce planning.