Which supply method is described by a process that identifies and develops internal candidates for leadership positions?

The correct choice is succession planning, which is a strategic process that focuses on identifying and developing internal candidates for key leadership roles within an organization. This method ensures that there is a structured approach to preparing capable individuals who can step into leadership positions when they become available due to retirements, promotions, or other job changes.

Succession planning is crucial for maintaining the stability and continuity of leadership in an organization, as it mitigates the risks associated with sudden vacancies. The process usually involves assessing potential leaders based on their skills, performance, and alignment with the organization’s goals, followed by targeted development programs to enhance their readiness for future roles.

In contrast, replacement planning typically involves simply identifying a single replacement for a specific role rather than a broader developmental approach across multiple positions. Workforce forecasting focuses on predicting future workforce needs rather than developing current employees for advancement. Employee retention strategies concentrate on keeping existing staff engaged and satisfied rather than specifically preparing them for future leadership roles.