Succession Planning in Brazilian Public Organizations

Abstract

To understand the advances in Succession Planning and its conditions in public administration, we established as the main purpose of this study analyze and to connect the stage of succession planning development within the HR Model adopted (operational or strategic). It is considered the assumption that there is a direct association between the development of HR model with the succession planning stage in organizations, in other words, the more strategic the HR practices, criteria, instruments and policies are the more advanced is the succession planning. It was decided to study the organizations of the Brazilian Development Association that gather the Development Finance Institutions in all country that follow as its guideline a Resolution for organizations to structure their succession planning. The research is a qualitative approach and two sequential studies were carried out to achieve the research objectives. As one of the results, the structured the HR practices are the more advanced is the succession planning and the more structured are the criteria used for the selection. It was also found that advances in this process, for example, although they do not adopt a fullness succession process, they have developed selection mechanisms that seek to minimize the risk of wrong choices and reserve a percentage of management positions to be filled by professionals from their internal staff.