Succession planning in nursing management: a scoping review.

Succession planning and replacement planning are both strategies that are incredibly important to the lifeline of any organization. Succession planning is a deliberate and systematic effort by an organization to ensure leadership continuity in key positions, retain and develop intellectual and knowledge capital for the future, and encourage individual advancement. Replacement planning is the process of identifying short-term and long-term emergency backups to fill critical positions or to take the place of critical people. This paper examines the role of succession and replacement planning in improving organizational performance. It established the importance; types; features and objectives of succession planning in the workplace. The paper juxtaposed replacement and succession planning in the workplace, established the development plan of replacement planning and examines how succession and replacement planning helps to improve on the performance of the organization. The paper identified that succession planning and replacement planning are two different strategies; succession planning is oriented around developing people through training, mentoring, coaching, while replacement planning is focused on meeting the demands of emergencies in the organization. The paper further identified that from the perspective of the workplace succession planning helps the organization to access the risk in key position, minimizes risk through appropriate compensation, recognition and management, and assuring the readiness of successors by identifying and training high potential employees. Replacement planning assumes a stable and unchanging organizational structure, which encourages silo-d thinking about talent since in most cases; replacements come from a specific specialty area. The paper concludes that these strategies are incredibly important to the lifeline of any organization as they both assists to improve organizational performance. The paper recommends that Organizations should make use of replacement planning and succession planning; together they can mitigate the risks of any organization going out of business.

Background:In this study, the impact of self-citation (Journal and Author) on impact factor of Iranian English Medical journals in two international citation databases, Web of Science (WoS) and Islamic world science citation center (ISC), were compared by citation analysis.Methods:Twelve journals in WoS and 26 journals in ISC databases indexed between the years (2006–2009) were selected and compared. For comparison of self-citation rate in two databases, we used Wilcoxon and Mann-whitney tests. We used Pearson test for correlation of self-citation and IF in WoS, and the Spearman’s correlation coefficient for the ISC database. Covariance analysis was used for comparison of two correlation tests. P. value was 0.05 in all of tests.Results:There was no significant difference between self-citation rates in two databases (P>0.05). Findings also showed no significant difference between the correlation of Journal self-citation and impact factor in two databases (P=0.526) however, there was significant difference between the author’s self-citation and impact factor in these databases (P<0.001).Conclusion:The impact of Author’s self-citation in the Impact Factor of WoS was higher than the ISC.

Factors Affecting Inequality in the Quality Diets: A Scoping Review

Despite the existing literature on the effect of spirituality on health, lack of consensus on definition and evaluation methods are major barriers to applying the results of these studies. In this scoping review, we intend to identify the instruments used for evaluating spirituality in health in Iran and evaluate their domains. We searched PubMed, Scopus and Web of Science, Islamic World Science Citation Center, Scientific Information Database, and Magiran between 1994 and 2020. We then identified the questionnaires and searched for the original article reporting the development or translation, as well as the psychometric evaluation process. We extracted data on their type (developed/translated), and other psychometric properties. Finally, we categorized the questionnaires accordingly. After selecting the studies and evaluating the questionnaires, we identified 33 questionnaires evaluating religiosity (10 questionnaires), spiritual health (8 questionnaires), spirituality (5 questionnaires), religious attitude (4 questionnaires), spiritual need (3 questionnaires) and spiritual coping (3 questionnaires). Other existing questionnaires had issues in the development or translation process or lacked reported psychometric evaluations. Many questionnaires have been used in spiritual health studies in the Iranian population. These questionnaires cover different subscales according to their theoretical base and the developers' perspectives. Researchers should be informed about these aspects of the questionnaires and select the instruments meticulously based on the aim of their study and the characteristics of the questionnaires.

Purpose The purpose of this scoping review was to examine the range of literature about succession planning in nursing education. Background Succession planning establishes leadership continuity and inherent knowledge within an institution and nursing education. Most of the literature on succession in nursing is focused in the healthcare setting with limited information of succession planning in nursing education discovered. Method Arksey and O'Malley's (2005) framework was used to guide this review. Results Emergent categories in the charted literature representing succession planning in nursing education included discouraging factors to assuming a leadership role, encouraging factors to assuming a leadership role, and strategies for successful succession planning. Conclusion There are many factors that discourage and encourage a faculty member when pursuing a leadership position. Developing and implementing a successful succession plan that includes the development of leadership abilities and traits could foster the development of future leaders in nursing education.

Succession planning: a case for revisiting the process in critical care.

Introduction:Citation analysis is currently one of the most widely used metrics for analyzing the scientific contribution in different fields. The Islamic World Science Citation Center (ISC) aims at promoting technical cooperation among Muslim scientists and their respected centers based on these theories. It also facilitates the accessibility of knowledge and research contribution among them. This paper aims at revealing some of the outmost features of ISC databases, in order to give a fairly clear view of what it is and what are its products. The paper consists of three major parts. After an introduction about the Islamic World Science Citation Center, the paper deals with major tools and products of ISC. In the third part ISCs’ journal Submission system is presented as an automatic means, by which users can upload journals’ papers into the respected databases.Conclusion:Some complementary remarks have been made regarding the current state of ISC and its future plans.

What if you don’t have the data? Acquiring and exploring data to initiate government programs

Succession planning appears to be a logical and essential component of human resources and leadership planning. However, the complexities and requirements of a successful succession planning process are significant and generally not well understood. Perhaps for this reason, succession planning often yields disappointing results. It is inherently an imperfect management process-as seen, for example, when an identified internal successor leaves an organization for a more immediate opportunity elsewhere. My experiences as CEO of Henry Ford Health System for 14 years and as chair of three compensation committees (for two public companies and one foundation) have given me a unique understanding of the challenges and opportunities of succession planning. This article highlights the myths, realities, and building blocks of effective succession planning in healthcare organizations.

Succession Planning: Who Needs It?

Purpose: This study aimed to shed light on the leadership transition dynamics in the public health sector by exploring the factors hindering the effective implementation of succession planning and management (SPM) in the Sierra Leone Ministry of Health (MoH). Methodology: A qualitative study design was used to understand the current leadership transition practices in the MoH. The study population is middle and senior leaders within the civil service between Grades 9 and 14. A purposive sample of eighteen (18) participants was interviewed, using a semi-structured guide. All interviews were audio-recorded with the participants’ consent. For the analysis, Braun and Clarke’s (2006) step-by-step framework for performing thematic analysis was followed. The MAXQDA 22 software was used for the text coding and storage. Findings: The findings of this study point to a severe crisis in public health management capacity, driven by the lack of a structured system to develop and retain future leaders. The critical barriers that hinder succession planning were identified in three main themes: (1) Politics and nepotism (2) weak performance evaluation mechanism and (3) lack of resources/costs. Politics and tribalism were considered serious threats to succession planning. Some of the participants referred to the current practices in relation to leadership transition in the MoH as “supercession” and not succession. Generally, the study highlighted the following: Leadership and Governance Deficit: Effective public health management relies on strong, competent leadership at all levels. The lack of an effective succession management system creates a vacuum in management capacity, weakening the MoH's ability to coordinate, implement, and evaluate public health programs effectively. Erosion of Management Systems: The weak performance evaluation mechanism identified in the study is a fundamental management failure. When performance appraisals are flawed and not linked to promotions, it dismantles accountability, demotivates staff, and removes any objective basis for management decisions regarding career advancement. Operational and Financial Inefficiency: The lack of dedicated resources for SPM reflects poor financial management and a short-term perspective. The cost of not planning (frequent leadership crises, loss of institutional knowledge, poor staff morale, and constant external recruitment) is likely far higher than the investment in developing internal talent. This inefficiency undermines the return on investment in the health sector. Sierra Leone's efforts to strengthen its health system and achieve universal health coverage will be severely compromised by a recurring cycle of leadership instability and management failure. Unique Contribution to Theory, Practice and Policy: Succession Planning is a cornerstone of strategic human resources for health and the absence of a functional SPM system signifies a major gap in national health sector strategic planning. Utilizing the Human Capital Theory and the Signaling Theory, this study sought to understand the leadership transition practices in the public health sector of a post-conflict setting. The study revealed the weak strategic human resource planning in the MoH. The MoH's health sector plans lack the necessary components to build a sustainable leadership pipeline, threatening the long-term viability of all health programs. This study is important for policy and practice because it raises awareness about effective succession planning strategies that help in achieving sustainability by retaining talented staff and developing future leaders in the public health sector.

Introduction: Ensuring continuity of both public and private health care organizations requires effective succession planning and management (SPM) systems in place. However, public sector performance in the area of corporate succession planning lags behind compared to the private sector because of several reasons. This study therefore sought to explore perception and preferences of SPM practices among civil servants in the Sierra Leone public health sector. Methods: This was a cross-sectional study design with quantitative data collection methods, using a semi-structured online questionnaire. The study population is middle and senior management personnel of the Ministry of Health (MoH). A total of 1,264 were surveyed, and the overall response rate was 32% (n=402). SPSS version 25 was used for the data analysis. Results: The study established that the perceptions of middle-and senior management in relation to succession planning practices are universally negative. Across the seven (7) SPM practices considered in this study, participants perceived the current SPM efforts in MoH as lacking or insufficient. With the exception of talent management process which was found to be statistically different with length of service of participants [F (5,396) = 2.21, p = .053)], all other independent variables showed no statistical relationship with the participants’ perceptions on SPM practices. Overall, participants’ differences in terms of gender, professional cadre, occupational role, grade and length of service do not significantly influence their perceptions on the current status of SPM practices in MoH. On the preferred SPM practices in MoH, overall, middle and senior management staffs consider internal leadership grooming and restructuring of MoH as suitable for effective succession planning in the health sector. Conclusion: Generally, it can be concluded that SPM practices in MoH are perceived by middle and senior management as lacking or inadequately implemented. The study recommends that Human Resources Management Office (HRMO) and together with the Health Service Commission (HSC) to put in place a policy framework that will foster good SPM practices in the health sector. Prioritization should be given to internal talent grooming and organizational restructuring in fostering a culture of effective SPM in MoH.

In the contemporary landscape of business, talent management has emerged as a strategic imperative for organisations aiming to enhance their performance and ensure long-term sustainability. The recognition of talent management's significance lies in its ability to attract, retain, and nurture key talents within an organisation. This process is particularly crucial for private enterprises, where human capital plays a pivotal role in driving innovation, productivity, and competitive advantage. Talent management operates within the broader framework of succession planning, which itself is a critical component of effective human resource planning. Succession planning involves identifying and developing internal talent to fill key leadership positions as they become vacant. This proactive approach not only mitigates the risks associated with leadership transitions but also ensures continuity and stability within the organization. This study delves into the intricate relationship between talent management and succession planning, specifically focusing on their impact on organizational sustainability. By conducting a comprehensive review of existing literature, the study aims to uncover insights into how talent management practices contribute to shaping effective succession planning strategies. Key areas of investigation include planning practices, training and development initiatives, performance appraisal systems, talent retention strategies, and overall talent management policies. Through the proposed conceptual model, the study seeks to elucidate the dynamics that connect succession planning and organizational sustainability within the context of talent management. By integrating these elements, organizations can better align their talent strategies with long-term sustainability goals, thereby enhancing their resilience and competitive positioning in the Nigerian business landscape.

Context: Complications during pregnancy can lead to issues during pregnancy, delivery, and postpartum. Therefore, employing appropriate treatment methods with minimal side effects is a concern for obstetrics and gynecology specialists, midwives, healthcare workers, and pregnant mothers. The primary aim of this study was to evaluate the effect of reflexology (REF) on fatigue, constipation, nausea, and vomiting during pregnancy in the form of a narrative review. Evidence Acquisition: This narrative review identified 232 studies by searching relevant keywords in Web of Science, Islamic World Science Citation Center (ISC), Scopus, PubMed, Magiran, IranDoc, and Google Scholar from 1990 to 2024. After applying inclusion and exclusion criteria, 18 studies were selected for the final analysis, and their results were used to compile this review. Results: The study results indicated that constipation, fatigue, nausea, and vomiting are significant complications during pregnancy that can lead to issues during pregnancy, delivery, and postpartum. These complications included premature birth, low birth weight, increased labor duration, cesarean section, and postpartum depression. The general findings of this study demonstrated that REF, particularly foot REF, can significantly reduce constipation, fatigue, nausea, and vomiting during pregnancy. Conclusions: Based on the results, it can be concluded that REF has a significant effect in reducing complications during pregnancy. Unlike medicinal methods, REF has no side effects for pregnant mothers. Therefore, it is recommended that healthcare personnel, midwives, and even pregnant mothers themselves consider using this treatment method during pregnancy.

The polymorphism of TNFα (rs1799964) gene and schizophrenia risk: A meta-analysis