What is the term for planning who will move into different roles when people leave a business?

The term for planning who will move into different roles when people leave a business is Succession Planning. This process involves identifying and developing internal personnel to fill key positions within the organization as they become available. It ensures that there is a smooth transition and that the organization can maintain continuity in its operations without losing momentum or productivity.

Succession Planning is particularly important for leadership roles but can be applied to any critical positions within the business. This proactive approach minimizes disruption and helps the business cultivate a talent pool that is ready and equipped to step into roles as they arise.

In contrast, Progression Planning typically refers to the broader strategy of career development for employees, focusing on their long-term growth and career paths rather than specifically filling vacated roles. Workforce Management encompasses the overall strategy for managing a company's workforce, including scheduling and resource planning, but does not specifically target the internal replacement of departing employees. Resource Allocation deals with distributing resources effectively to achieve business objectives but does not inherently cover the strategic planning aspect of personnel movement.