Succession Planning In Organizations Research Articles

The Future of Succession Planning in Organizations

Succession planning is a process in an organization to determine the critical positions essential for leadership, sustainability and developing a plan of action for people to assume those roles [1]. It is important to understand an organization’s culture and philosophy regarding leadership and success when understanding succession planning.  Many organizations don’t consider succession planning until someone dies, retires or leaves a position [2]. Most often the organization is then is in a crisis situation, which can lead to poor decision-making, as well as exhibiting a lack of confidence to internal and external constituents [2]. Leaders of exemplary organizations invest in knowledge of the entire organization. This paper presents concepts and recommendations related to implementing succession planning in organizations, as well as issues and roadblocks.

The impact of leadership succession planning in organizations

The impact of leadership succession planning in organizations

Learning agility as a key driver of leadership potential for talent identification, pipeline development, and succession planning in organizations.

Learning agility as a key driver of leadership potential for talent identification, pipeline development, and succession planning in organizations.

Career transitions: Reflections of former chairs and academic health center leaders

The 2022 Association of Pathology Chairs Annual Meeting included a live discussion session and a pre-meeting recorded panel webinar sponsored by the Senior Fellows Group (former chairs of academic departments of pathology who have remained active in the Association of Pathology Chairs). The presentation was focused on transition planning for academic health center leaders. Each of the discussion group panelists had served as a pathology department chair as well as in more senior leadership positions, and they provided perspectives based upon their personal experiences. It was noted that such positions are often “at will” appointments of indeterminate length and that those above department chair generally carry greater risks and less stability. Becoming “addicted” to a leadership position was not considered beneficial to the individual or to the institution served and makes transitioning more difficult. Ongoing organizational succession planning was deemed helpful to mitigate such addiction and facilitate personal transition planning. Modes of transitioning discussed included those planned (e.g., voluntary retirement, resignation, administrative advancement) and unplanned (e.g., being “fired”; unexpected personal, health, or family issues). Unplanned transitions were felt to be more difficult, while anticipating when it is time to go and planning for it provided greater personal fulfillment after transition. Many career options were identified after serving in a leadership position, including a return to teaching, research, and/or clinical service; writing; mentoring; becoming more active in professional organizations and boards; philanthropic work; and “reinventing oneself” by moving to another career entirely.

Management Succession and Entrepreneurship Business Sustenance

Succession planning has drawn substantial interest among researchers. Research reports designate deficiency of quality planning in the management of SMEs especially in developing countries like Nigeria and this constitutes a foremost limitation to the effective management of SMEs. Succession planning are fundamental to steady performance, sustainability and competitive advantage of SMEs. The objective of the study was to investigate the effects of HR planning/forecasting on family business continuity and also to examine the effect of workers education on survival of entrepreneur. 110 copies of questionnaire were administered to the employees in the five selected SMEs in Abeokuta Ogun state, Nigeria to get primary data that treated and tested appropriate research questions and hypotheses accordingly. Analysis of variance (ANOVA), correlation efficient and regression analysis was employed. The Yamane formula was used to determine the sample size. The test re-test reliability approach was adopted for the convenience of the researcher. Reliability was ensued by Cronbachs Alpha of 0.932. The data was analyzed using manual and electronic based methods through the data preparation grid and statistical package for the social sciences, (SPSS). The study found out that HR succession planning significantly assists SMEs to increase business continuity and Workers education significantly assists SMEs to increase business survival. The study recommends that organizational succession planning should be at regular interval as this will enable workers to know its importance and also business successors should be appointed based on merit so that the right and experience successors can manage the business.

PENGEMBANGAN PARIWISATA MELALUI INTEGRASI PERENCANAAN SUMBER DAYA MANUSIA DENGAN PERENCANAAN STRATEGIS OBJEK WISATA TAMAN BUNGA MANOHARA

Human resource planning determines in anticipating of future business, demand in the corporate environment, and discovers personal requests that arise from those needs. While human resource planning as a management process to determine how organization determines position. However, the link between human resource planning and strategic management is often overlooked. The research method uses an empirical qualitative design that is descriptive exploration to describe and explain the activities or objects under study relating to the study of phenomena in more detail or distinguish them from other phenomena. Through this process the company is expected to have Human Resources in the right amount, quality, place, time and produce long-term benefits for both individuals and organizations. The tourism sector is one of the sectors and the Indonesian government to generate foreign exchange, therefore the use, development, management and funding of tourism areas must receive serious attention from the government by involving the role of government agencies, stakeholders involved in participating share public relations. Human Resources planning must be integrated with the organization's short-term and long-term planning goals. The results of the evaluation of long-term HR planning are used as a basis for organizational succession planning. The planning process often does not run smoothly, because policy planning is not made in detail, resulting in a gap between company policy and personnel policy and its application in practice.

THE EFFECT OF HOSPITAL MANAGERS' SUCCESSION PLANNING ON ORGANIZATIONAL PERFORMANCE: A CASE STUDY OF SHOUSHTARI MATERNITY HOSPITAL IN SHIRAZ IN 2017

Objective: Widespread and rapid changes that have been created in current organizations, have led to feel lack of managers with skill for key jobs of organization and hence about the importance of succession planning in organizations be as a fundamental and vital agent should be related to strategic goals of the organization and be taken from organization’s strategy and directly involves managers of line. Actually, it can be said that succession is the second important issue that current organizations are faced it. In this regard, this investigation proceeds to the investigation of the effect of hospital managers’ succession planning on Shoushtari Maternity Hospital in Shiraz in 2017. Methods: Statistical sample of the study was chosen by random method and by using Cochran formula among 240 of personnel in the hospital. Hypotheses of the study were investigated by using correlation test and regression by using SPSS software. Results: The results in studied sample showed that succession planning has positive and meaningful effect on criteria of organizational performance (ability of employees, clarification of organizational duties, to help employees, encouragement of personnel, evaluation of personnel, increase in the credit of employees and improvement of organization’s environment). Conclusion: The results of succession planning along improving the condition of organizational environment by changing organizational environment and improving spaces and working equipment be noticed. Peer Review History: Received 24 June 2018; Revised 30 June; Accepted 6 July, Available online 15 July 2018 UJPR follows the most transparent and toughest ‘Advanced OPEN peer review’ system. The identity of the authors and, reviewers will be known to each other. This transparent process will help to eradicate any possible malicious/purposeful interference by any person (publishing staff, reviewer, editor, author, etc) during peer review. As a result of this unique system, all reviewers will get their due recognition and respect, once their names are published in the papers. We expect that, by publishing peer review reports with published papers, will be helpful to many authors for drafting their article according to the specifications. Auhors will remove any error of their article and they will improve their article(s) according to the previous reports displayed with published article(s). The main purpose of it is ‘to improve the quality of a candidate manuscript’. Our reviewers check the ‘strength and weakness of a manuscript honestly’. There will increase in the perfection, and transparency. Received file: Reviewer's Comments: Average Peer review marks at initial stage: 7/10 Average Peer review marks at publication stage: 8.5/10 Reviewer(s) detail: Noha El Baghdady, MTI University, Cairo, Egypt, nohasalah21@yahoo.com Dr. Ogbonna B. Onyebuchi, Nnamdi Azikiwe University, Awka, Nigeria, summitpharm@yahoo.com Similar Articles: THE RELATION BETWEEN GENERAL HEALTH AND ORGANIZATIONAL PERFORMANCE IN PERSONNEL OF SHIRAZ CITY EMERGENCY IN 2017

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

Succession planning has virtually always been an activity performed in for-profit companies. However, that is changing more and more to include governmental organizations. But questions remain with regard to how succession planning in such organizations should be conducted; and, how such succession planning efforts should be evaluated. For example, in for-profit companies, succession planning is typically focused on addressing problems such as increasing profits. The fact is that governmental organizations also need revenue streams, but not in the same sense as for-profit companies. And beyond revenue, what other factors should be included in succession planning in governmental organizations. This research sought to develop a set of indicators for succession planning in governmental organizations. And, because formal succession planning in these organizations is still a relatively new activity concepts regarding the data required to develop the set of indicators also had to be developed. That is, in a very real sense this research addressed the problem of what to do if data is not readily available.

Succession planning and its effects on employee career attitudes: Study of Iranian governmental organizations

This paper evaluates effects of succession planning as an organizational level intervening program on career attitudes as individual level variables. Best practices of succession planning are selected from literature and compliance of succession planning system of organization to these practices is defined as extensiveness of succession planning. A 22-item questionnaire was developed to measure the extensiveness of succession planning. Validity and reliability of questionnaire are confirmed by appropriate tests. For career attitudes, 3 variables of promotion satisfaction, perception of career success, and perception of job platitude selected. Then the correlation of the succession planning extensiveness and three career attitudes examined by empirical data gathered from 152 managers and key personnel in 23 large Iranian governmental organizations. Significant correlation exists between succession planning extensiveness and career success and satisfaction of promotion process. Perception of job plateau does not show correlation with succession planning extensiveness. This paper recognized best practices that should be considered for design of succession planning. Also the scale for measuring succession planning extensiveness developed. It can be used to gain a better understanding of status quo of succession planning in organizations and gap analysis which is generally one of the early stages of every organizational development project. The literature of succession planning was enriched by studying the effect of succession planning on individual level variables. Key words: Succession planning, best practice, career attitudes, measure development, Iran.