Organizations that do not have any succession plans are not being proactive with assessing their current career management programs. Leaders of organizations must develop new business strategies in order to survive in this competitive market. Employees must be equipped with the appropriate skills and abilities in order to adapt to the fast paced environment. They must identify internal high potential individuals and prepare them for advancement. How are organizations identifying and assessing potential employees? Once potential individuals are identified, career development activities need to be associated in order to assist the employee for advancement.

What are the managers doing to plan for future challenges? Are the decision makers taking in consideration the changing market conditions and are they following any trends? Market conditions change constantly and because of the rapid development of technology; innovative tools are readily available to improve production methods and processes. Organizations must devote both time and effort to develop strategic plans to anticipate change and not to simply react to the current situation. Responsibilities also change. Managers must anticipate such changes, and concern themselves with future job requirements. HR practitioners should be writing job descriptions for future positions. By doing so, managers are outlining the future competencies and requirements that are needed to fill positions.