Which of the following statements best differentiates succession planning from general manpower forecasting within an organizational context?

While both succession planning and manpower forecasting are core components of Strategic Human Resource Management, they differ significantly in scope and operational focus: Succession planning is a targeted, qualitative strategic process focused on identifying, developing, and tracking internal high-potential employees to seamlessly transition into critical management, key executive, or leadership roles as they become vacant due to retirement, promotion, or attrition. Conversely, manpower forecasting is broader and primarily quantitative, estimating aggregate workforce supply and demand requirements across all levels of the organization over time.