Successful Implementation Of Plan Research Articles

Assessing the performance of a radioactive waste repository over geological timescales: past experience and the way forward

The successful implementation of plans to develop a repository for radioactive waste in the United Kingdom will require an assessment of the ability of the facility to meet appropriate regulatory safety criteria at all stages during its construction, operation and after closure. As part of this assessment, an environmental safety case (ESC) will be presented and this will contain a collection of claims, arguments and evidence which collectively demonstrate that long-term safety can be achieved and maintained. Natural analogues (NA) can be helpful in demonstrating understanding of aspects of repository performance by, for example, providing evidence that certain materials can survive for long periods. Appropriate NAs can be critical to providing long-term practical demonstrations to support the theoretical and mathematical arguments of the ESC and they may have a significant role in the overall process understanding. As part of the ongoing repository development programme in the UK, an updated version of an existing catalogue of NA studies (focussed on the requirements of the ESC) has been produced and the background to NA studies in general, and to the catalogue in particular, are presented here. Thematic collection: This article is part of the Sustainable geological disposal and containment of radioactive waste collection available at: https://www.lyellcollection.org/topic/collections/radioactive

Executive and hierarchical models for participatory response to health emergencies in the workplace: Lessons from COVID-19

IntroductionWorkplaces are high-risk environments for epidemic transmission, and the COVID-19 pandemic has highlighted the significant impacts that health emergencies can have on both the healthcare system and the economy. This study presents executive and hierarchical models for participatory response to health emergencies in the workplace, with a focus on COVID-19. MethodsThe study was conducted in three phases. Content analysis of interviews with 101 stakeholders and national documents was used to identify key themes and dimensions for an executive model. A focus group discussion and review of international documents were then used to refine and expand the executive and hierarchical models. The alignment and trustworthiness of the final models, as well as feedback, were gathered from 117 informants working in various workplaces. ResultsThe executive model highlighted that context understanding, management commitment, and participation play critical roles in developing tailored prevention and response plans, and adequate support is necessary for successful plan implementation. Monitoring and review processes should be established to ensure proper functioning. The hierarchical model emphasizes the need for collaborative efforts from various stakeholders to effectively implement pandemic prevention and participatory response plans. ConclusionOverall, the executive and hierarchical participatory models presented in this study provide a framework for effectively controlling pandemics and other health emergencies in the workplace, enhancing both health resilience and the sustainability of economic activities.

Developing future leaders in Malaysian public universities: the factors influencing execution of succession planning

PurposeSuccession planning is an emerging area for research in higher education institutions worldwide; however, literature is scarce in the context of developing countries like Malaysia. The factors that have an influence on the execution of succession planning in public universities are the primary goal that has been set for achieving the study's goal. Moreover, the development of leadership in institutions has been taken by adopting formal succession planning. This study aims to be explore the factors that can contribute to the successful execution of the plan, particularly in higher education institutions in Malaysia.Design/methodology/approachThe study employed the qualitative approach. The registrars have been selected by using purposive sampling technique for face-to-face interviews from five public research universities of Malaysia. The in-depth data can be collected at research universities as they are old and comprehensive universities of Malaysia. The data were analysed through thematic analysis.FindingsThe number of factors that have been revealed through the findings are as follows: organisational culture, the support of top-level management, the strategic plan, the reward, the champion from top-level management and the budget. Further, the public universities of Malaysia required ensuring that all employees were aware of succession plan initiatives taken by institutions, although the system was challenged by not taking these factors into account.Originality/valueThe primary data have been collected to provide the insight regarding opportunities and challenges encountered in the implementation of succession planning in Malaysian public universities.

From assembly to action: how planning language guides execution in indigenous climate adaptation.

Indigenous Peoples of the USA are already feeling the disproportionate impacts of climate change and the challenges created to their resource-based livelihoods from effects like sea level rise, species migration and extinction, and more severe and frequent storms. In response, American Indigenous communities have initiated hundreds of adaptation actions. At the center of the Indigenous climate response are efforts to identify local climate threats and prioritize adaptation actions through careful planning. To better understand their potential, 14 tribal climate adaptation plans were reviewed to decipher different types of proposed adaptation actions and evaluated based on 11 criteria often associated with successful plan implementation. Adaptation actions were dominated by "soft" measures such as capacity building with neighboring jurisdictions, policy reform, and information gathering. The most common criteria present in the tribal plans were identification of a party to implement an action and mainstreaming of climate activities into other documents, such as resource management plans. In-depth interviews with tribal climate specialists found that actual implementation has been slowed by funding shortages, lack of staff expertise, and weak communication and coordination across tribal government departments. Successful implementation has occurred through the mainstreaming of adaptation priorities into other environmental concerns, such as hazard mitigation or emergency preparedness, that benefit from more stable funding. Training staff, developing dedicated funding streams, and the integration of adaptation efforts into all areas of tribal government operations is needed to ensure Indigenous communities can protect vital cultural resources and steward lands under rapidly changing climatic conditions.

Succession Planning Leadership Model for Nurse Managers in Hospitals: A Narrative Review.

The high number of nursing staff in Indonesia requires optimal management skills, one of which comes from the leadership domain. The succession planning program can be an option to prepare nurses who have leadership potential to carry out a management function. This study aims to identify the nurse succession planning model and its application in clinical practice. This study uses a narrative review of the literature approach. Article searches were carried out using electronic databases (PubMed and Science Direct). Researchers obtained 18 articles. Three main themes emerged: (1) the factors that influence the efficient implementation of succession planning, (2) the benefits of succession planning, and (3) the implementation of succession planning in clinical practice. Training and mentoring related to leadership, support from human resources, and adequate funding are the main factors in implementing effective succession planning. Succession planning also can help nurses find competent leaders. However, in its application in clinical practice, the process of recruitment and planning for nurse managers that occurs in the field is not optimal so that succession planning must exist and be integrated with organizational needs and provide guidance and assistance for the younger generation who will become leaders in the future.

Synergy of state support and novel approaches to implementing the diversification strategy by defense industry companies

The study’s aim is to identify the features of interaction between state structures and companies of the military-industrial complex (DIC) in the course of diversification. Many scientific papers devoted to various aspects of this process show the need for its comprehensive study. Russian publications comment on certain aspects of these interactions. However, the approaches and initiatives of the dominant corporations of the military-industrial complex to carry out diversification, being supported by the state, have not yet fallen on the radar of analysis. The author focuses on solving the problem of removing institutional barriers that hinder the scale and direction of diversification. Also, the study updates new solutions for an active policy of stimulating and expanding the production of civilian products. The author identifies the specifics and advantages of unconventional methods in defense companies. The methodological basis of the work is an institutional approach using a structural and logical analysis. The author highlighted the research methods for using of systematization, grouping, comparative analysis. The paper reflects the results of monitoring relevant approaches to implementing the diversification strategy in state defense corporations. The research showed that it has to increase the share of civilian production for the successful implementation of plans as well as to change the fiscal model for the development of the defense industry to an investment-motivational one. The findings and results obtained indicated scientific novelty and may interest in leading defense companies in order to adjust their strategies, as well as to state agencies in the formation of state policy in defense industry diversification.

Intermediary Services to Assist People With Disabilities to Implement Individualized Funding Plans: A Rapid Systematic Review

A systematic review was conducted to describe, and evaluate the effectiveness and cost-effectiveness of, intermediary services to support people with a disability to implement individualized funding plans. We included six records, including one subanalysis of randomized trial data, three qualitative studies, and two systematic reviews (reporting on 73 and 18 studies, respectively). No studies directly compared “consumer-directed plan plus intermediary services” to “consumer-directed plan with no/alternative intermediary,” so effectiveness of these interventions is uncertain. There is qualitative evidence from the perspective of disability planners and workers that intermediary interventions are important enablers of successful plan implementation. There is also qualitative evidence from consumer and family perspectives that external support is required to successfully navigate self-directed systems and that strong, trusting, and collaborative relationships with both paid and unpaid individuals in the person’s support network were facilitators of successful plan implementation. There was evidence of disabling practices and attitudes among some support agencies, resulting in coordinators being very risk averse in order to safeguard their clients. Suggestions for future research include carefully planned and ethically robust comparative trial designs, clear description and consistent delivery of interventions, and long-term evaluation of impact. The protocol was published on PROSPERO (CRD42020177607).

Tracking plan implementation using elected officials’ social media communications and votes

Plans can only impact practice when elected officials adopt, enact, and approve funding for specific strategies. We explore ways to track implementation from the planning documents to elected officials’ priorities and to their voting patterns to identify the consistencies and gaps that may limit the impact of plans. We use Twitter data mining, text content analysis, and voting records from the digitized council minutes in Calgary, Alberta, between the 2017 municipal election and the last quarter of 2020. We connect the expressed preferences to votes for each councilor over the study period. On the two most salient topics—transit and affordable housing—those who expressed support on Twitter also supported investments. With one exception of an anti-tax councilor, over time, the rest of the councilors reached agreements on public investments (supra-local funding lightened the financial burdens for the city facilitating “yes” votes). Planners can derive meaningful information from the elected officials’ social media communication, such as concerns and support for specific planning initiatives, to promote successful plan implementation. This information can also enhance voters’ awareness of local officials’ views and actions on planning initiatives.

A Malaysian Empirical Study of the Associations among Transformational Leadership, Transactional Leadership, Organizational Culture and Succession Planning

This study aimed to identify the relationship between transformational leadership, transactional leadership and organizational culture factors withsuccession planning. Besides that, this paper also intended to look at the influence and contribution of those factors on succession planning implementation. The sample of this study is focused on the Education Service Officers at Ministry of Education (MoE), Malaysia. Data were collected from 261 Education Officers from 21 Division in Ministry of Education, Malaysia. The findings revealed that transformational leadership, transactional leadership and organizational culture have positive significant relationship with succession planning. Besides that, this study also found that transformational leadership style, transactional leadership style and organizational culture contributing to the implementation of succession planning. Therefore, according to the research findings, we recommend that transformational and transactional leadership style, besides organizational culture factors should be considered in implementing succession planning.

A MALAYSIAN EMPIRICAL STUDY OF THE ASSOCIATIONS AMONG TRANSFORMATIONAL LEADERSHIP, TRANSACTIONAL LEADERSHIP, ORGANIZATIONAL CULTURE AND SUCCESSION PLANNING

This study aimed to identify the relationship between transformational leadership, transactional leadership and organizational culture factors with succession planning. Besides that, this paper also intended to look at the influence and contribution of those factors on succession planning implementation. The sample of this study is focused on the Education Service Officers at Ministry of Education (MoE), Malaysia. Data were collected from 261 Education Officers from 21 Division in Ministry of Education, Malaysia. The findings revealed that transformational leadership, transactional leadership and organizational culture have positive significant relationship with succession planning. Besides that, this study also found that transformational leadership style, transactional leadership style and organizational culture contributing to the implementation of succession planning. Therefore, according to the research findings, we recommend that transformational and transactional leadership style, besides organizational culture factors should be considered in implementing succession planning.

Developing a capacity-building programme to support a mental health service modernisation pilot project in Lviv region of Western Ukraine.

This paper reflects on the development of a capacity-building programme to support a mental health service modernisation pilot project based in the Lviv region of Western Ukraine. National programmes that aim to modernise mental health services now have the experience of other countries on which to draw. The challenges faced by such modernisers have much in common. Nevertheless, although there are lessons to be learned from what has worked well elsewhere, we caution that the local context can have a profound effect on the successful implementation of plans based on best practice.

The Culture-Succession Model: The Factors Affecting Implementation of Succession Planning In Malaysian Public Universities

This study aims at exploring the relationship between organizational cultures and succession planning. Succession planning in rapidly changing environment is a significant factor that affects long-term success of the higher education institutions. Previous studies were interested in determining factors that support the implementation of succession planning. Currently, emphasis is more on the role of organizational culture as a factor that can improve succession planning or impede it. However, in Malaysian context, empirical work is limited in relation to these variables. This is quantitative study, the survey questionnaire was used to collect data from academics of Malaysia's public universities. Competing Values Framework (CVF) were used to assess organizational culture; for succession planning items are taken from previous literature. The researchers utilized PLS-SEM after data collection to investigate the role of organizational culture in succession planning implementation. The study finding showed that culture can encourage or be a barrier to succession planning, depends on the values promoted by culture. Particularly, if the institution has a history of clan or hierarchy, the chances of implementation of succession planning tend to be higher. Moreover, when a topdown approach is used in organizations with dominant hierarchy culture and succession planning has a strategic role and formal responsibilities are defined in Clan cultures, succession planning can be enhanced.

Succession Planning Strategy for Non-Academic Staff at Malaysian Public Universities

Today’s successful organizations realize on the important of strong key position to maintain and sustain long-term productivity. In a time when the competition for top talent increases, many organizations have developed strategic succession planning process to ensure their organizations will be well positioned to compete in the long-term. Besides, Higher education will face similar challenges as those who have led for years leave their institutions. This quantitative research aimed to identify the nature and characteristics of succession planning, to determine the relationship between the degree of clarity of the concept of succession planning and the implementation of succession planning and to identify the relationship between managerial support towards succession planning and the implementation of succession planning among non-academic staff at one of public university in Malaysia. Quantitative research method is practiced in this research. The questionnaire, 5 point Likert scale has been used to collect the data. Hence, the research sample is composed of 55 non-academic staff from Grade N41 to N54. Nevertheless, 46 of the completed questionnaires were received, producing a 92 per cent response rate for this study. The finding revealed that managerial support towards succession planning had overall highest mean values from the respondents, while the degree of the clarity of the concept and implementation of succession planning had moderate mean values from the respondents. There is a significant positive relationship between the degree of clarity of the concept and implementation succession planning. Likewise, there is a significant positive relationship between managerial support and implementation of succession planning. Moreover, implications of the findings, suggestions for future studies and recommendations for proactive implementation and action to be taken were also presented.

Quality improvement from theory to practice: A case of successful implementation of plan, do, study, act model in improving surgical acute clinic services

Quality improvement from theory to practice: A case of successful implementation of plan, do, study, act model in improving surgical acute clinic services

Factors related to succession planning in a government department in Gauteng

One of the challenges facing government departments is the high loss of scarce-skilled employees. When examining departmental processes and procedures, observations were that the organization concerned was experiencing a leadership transition crisis in the absence of the implementation of succession planning. In order to ameliorate this challenge, it is prudent that research into factors and perception of employees on succession planning be conducted to assist with planning of retaining scarce skills and training of employees. A corresponding research study was performed to determine factors related to succession planning, the perceptions of employees and the way different demographic categories perceived succession planning. The response rate of a questionnaire was 34.72%. The items that loaded high were investigated for common themes and four factors emerged after factor analysis, namely organizational support programs, supervisor support, attraction of talent and a performance management system. The findings also indicated that there was a significant difference between groups in the organizational support program in terms of years of service and supervisor support among employees varying in position at the 5% level of significance. The most important implications for managers resulting from this study are that management development by way of succession planning contributes to employee satisfaction and improves the overall outcomes of the organization. Therefore, it can be recommended that there should be personal involvement by top and senior management in terms of personal accountability and responsibility for growing leaders and linking factors related to succession planning to organizational strategy and human resources strategy. Keywords: succession planning, leadership, talent management, career management, training and development, performance management system. JEL Classification: J21

Managing Talents in Higher Education Institutions: How Effective the Implementation of Succession Planning?

The organisations that are aware that human capital is one of their greatest treasured resources would have an impressive competitive mechanism. “Great vision without great people is irrelevant”. Organisations may choose to focus on financial capital, information technology, equipment, and excellent processes; but in the end, their personnel and individual employees are the most important. The contributions of employees are undeniable. To accomplish the objectives of the National Higher Education Strategic Plan, the government is trying hard to transform Malaysian Higher Education Institutions (HEIs) with the leadership development for top and middle-level management. This study investigated the effectiveness of sucession planning in HEIs. This study employed the stratified random sampling technique from the population of academics from public universities in Malaysia. The results determine that the sample mean of succession planning at α = 0.05 level of significance concludes that succession planning at Malaysian HEIs is effective. This result might answer the capability of HEIs in practising effective succession planning. The succession process should include the identification of a successor, the designation of a successor, the selection and training of the successor, the development of a vision or strategic plan for the firm following the succession, the definition of the role of the incumbent and the communication of the decision to key stakeholders.

Investigating the Effect of Electronic Human Resource Management on the Successful Implementation of Succession Planning

Regarding the increasing development of human resource management, especially electronic human resource management (e-HRM), and the important role of succession planning management in organizations, the literature of management shows e-HRM is still an underdeveloped topic in the succession planning process. Therefore, this study aims to investigate the effect of e-HRM infrastructures on succession planning components. This study is a descriptive-applied research. The sample under study included experts, senior experts, and executive managers of Shiraz Petrochemical Co. To collect the data needed to test the hypotheses, a questionnaire was used. In order to confirm the validity of the research, the experts’ opinions were used. The Spearman correlation test was used to analyze the data and to test the hypotheses. Finally, using structural equations model, the overall fit of the model was examined and was approved. As a result, this study suggests that e-HRM infrastructure affected successful implementation of succession planning.

Succession planning in the Iranian health system: a case study of the Ministry of Health and Medical Education.

Background:Succession planning promotes the culture of private ownership, staff loyalty to the organization and develops organizational commitment, and increases organizational stability. The study was conducted to examine the status of succession planning in the Iranian health system in order to highlight the key concepts, provide new insight, and attract the attention of senior managers of the Ministry of Health and Medical Education to the importance of succession planning in achieving organizational goals.Methods:In a qualitative study with a framework analysis approach, semi-structured interviews were conducted with a sample selected using purposive and snowball sampling procedure. The MAXQDA-10 was used to apply the codes and manage the data. The codes were extracted using inductive and deductive methods.Results:Fourteen themes and six main subthemes were identified, including planning, organizational culture, system approach, competency model, career path, and senior managers. Our findings indicate a lack of succession planning in the Iranian health system.Conclusion:lack of succession planning could lead to inefficiency and ineffectiveness in health services provision. Implementation of succession planning could maximize human resources utilization.

Replacement planning: a starting point for succession planning and talent management

Replacement planning is a process of identifying short‐term or long‐term backups so that organizations have people who can assume responsibility for critical positions during emergencies. Individuals identified as ‘replacements’ are not promised promotions; rather, they are prepared to the point where they can assume a critical position long enough for the organization's leaders to do a proper internal and external search for a permanent replacement. It should not be confused with succession planning, which focuses on developing a pool of people to consider for promotion, or talent management, which focuses on attracting, developing, deploying and retaining the best people. Using a case study approach, this article describes how one organization used replacement planning as a means to raise and consider important issues as a starting point for the eventual implementation of succession planning.

Is multidisciplinary teamwork the key? A qualitative study of the development of respiratory services in the UK

Using frameworks, such as the long-term conditions pyramid of healthcare, primary care organizations (PCOs) in England and Wales are exploring ways of developing services for people with long-term respiratory disease. We aimed to explore the current and planned respiratory services and the roles of people responsible for change. A purposive sample of 30 PCOs in England and Wales. Semi-structured telephone interviews with the person responsible for driving the reconfiguration of respiratory services. Recorded interviews were transcribed and coded, and themes identified. The association of the composition of the team driving change with the breadth of services provided was explored using a matrix. All but two of the PCOs described clinical services developed to address the needs of people with respiratory conditions, usually with a focus on preventing admissions for chronic obstructive pulmonary disease (COPD). Although the majority identified the need to develop a strategic approach to service development and to meet educational needs of primary care professionals, relatively few described clearly developed plans for addressing these issues. Involvement of clinicians from both primary and secondary care was associated with a broad multifaceted approach to service development. Teamwork was often challenging, but could prove rewarding for participants and could result in a fruitful alignment of objectives. The imminent merger of PCOs and overriding financial constraints resulted in a 'fluid' context which challenged successful implementation of plans. While the majority of PCOs are developing clinical services for people with complex needs (principally in order to reduce admissions), relatively few are addressing the broader strategic issues and providing for local educational needs. The presence of multidisciplinary teams, which integrated primary and secondary care clinicians with PCO management, was associated with more comprehensive service provision addressing the needs of all respiratory patients. Future research needs to provide insight into the structures, processes and inter-professional relationships that facilitate development of clinical, educational and policy initiatives which aim to enhance local delivery of respiratory care.