To achive sustainability in the Volatile, Uncertain, Complex and Ambiguous (VUCA) environmental condition, an organization needs to grow continually without compromising the needs of the future generation. They must be ready with their future leaders, especially for key leadership positions, to face emerging situations. Succession planning is a challenge for Indian Public Sectors Units (PSUs). Various Management Practices are adopted to identify and develop future leaders within an organization. Studies in the past have established the relationship between Succession Planning and Talent Management. More or less, every organization enforces Performance Management System (PMS) as basis for Succession Planning. There is still a need to identify the gap and develop an improved system to identify talent, develop and retain them for the future. There is a need to find answers to these questions- What are the Talent Management practices that support Succession Planning? What is the significance of PM Sover Talent Management? What is the relevance in integrating these two and how does it contribute to achieve organizational sustainability?