IJLTEMAS International Journal of Latest Technology in Engineering, Management & Applied Science (IJLTEMAS) IJLTEMAS 2278-2540 IJLTEMAS 159 10.51583/IJLTEMAS.2026.150700154 Public Governance Career Systems and Succession Planning: A Sectoral Analysis Linking Career Development and Succession Strategies Across Sectors in Responsible Business Practices T. Rachel Shalini Dennis Dr. Faculty of Business Management Loyola Academy Degree & PG College India 15 7 2006 2016 12 08 2026 17 08 2026 25 08 2026 Sectoral HR challenges Career growth Succession planning Responsible business models Employee retention Sustainable HRM. Abstract

Human resource systems across sectors are undergoing profound transformation due to rapid technological evolution, shifting workforce expectations, and the increasing emphasis on responsible, sustainability-driven business practices. Career growth and succession planning have evolved from operational HR functions to strategic imperatives that enhance organizational resilience, competitive advantage, and long-term sustainability. Contemporary challenges—including digitalization, demographic shifts, regulatory pressures, and post-pandemic restructuring—necessitate structured talent-development systems, future-oriented leadership pipelines, and inclusive workforce strategies. Misaligned HR architectures, inadequate capability-building, unclear career structures, and reactive planning create systemic limitations, particularly in sectors with high attrition, technological complexity, and skill shortages. Anchored in theoretical frameworks, sectoral influences, institutional pressures, and labour-market dynamics shape talent practices across IT, healthcare, manufacturing, education, and retail. This study presents the Sector-Responsive Career–Succession Integration Model (SRC-SIM), an original framework derived from sectoral analysis, theoretical synthesis, and integration of career development and succession planning concepts. SRC-SIM links sectoral factors with career and succession strategies, offering practical applicability for HR decision-making. By promoting transparent career architectures, competency-based progression, mentoring, and cross-functional development, the model positions career growth and succession planning as mutually reinforcing pillars for building resilient, ethical, and future-ready organizations.

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