Develop succession plan
How develop succession plan are reshaped as AGI capability advances.
The bottom line
About 65% of the work in Develop succession plan is information-shaped and increasingly AI-deliverable, with the rest a hybrid of judgment and hands-on work. The automation frontier runs straight through the middle of this role.
Why: Derived primarily from the LENS prior for 'Develop and manage human resources (HR) planning, policies, and strategies', which strongly indicates a hybrid digital range (0.4–0.7). The process description further confirms this placement, as tasks like identifying internal talent, drafting continuation plans, and engaging leaders blend data-driven knowledge work with inherently interpersonal coordination.
grounded in the economy graph · digital scalar 0.65 · hybrid
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How the work flows
Trigger: An annual talent review cycle or the identification of vulnerability in critical leadership roles initiates the succession planning process.
- Identify critical roles and key leadership positions
- Assess the current talent pool and performance data
- Nominate high-potential employees for future advancement
- Map candidates to specific succession timelines
- Create targeted development experiences for candidates
- Calibrate the succession pipeline with senior leadership
- Monitor candidate progress and update readiness levels
Outcome: A validated succession pipeline is established with identified high-potential candidates mapped to critical roles and engaged in active development plans.