Which succession planning approach develops multiple successors simultaneously instead of identifying only one replacement?

Modern organizations create Talent Pools rather than identifying one successor. A. A Replacement Chart is a traditional succession planning tool that identifies likely replacements for specific positions. It usually lists one or a few immediate successors and does not emphasize broad talent development. B. Position-Based Planning focuses on filling identified key positions individually. It is role-centric rather than talent-centric and is less flexible than the Talent Pool Approach. C. Career Anchoring, developed by Edgar Schein, refers to an individual's dominant career values and motivations (such as technical competence, autonomy, security, or entrepreneurial creativity). It helps in career development but is not a succession planning approach. D. A Replacement Summary is a document that consolidates information from replacement charts across departments. It helps management review succession readiness but does not itself represent a succession planning philosophy.