Succession Planning Strategy Research Articles

Analysis on Family Business and Succession Planning in Hotel and Hospitality Sector in Uganda: A Case of White Horse Inn Kabale

Purpose: The study was set to examine the relationship between family business and succession planning in hotel and hospitality sector in Uganda, focusing on White Horse Inn Kabale as a case study. The study explored the strategies employed by leaders in family businesses for effective succession planning. Materials and Methods: The study used a mixed research design with quantitative and qualitative approaches to obtain in-depth information about family business and succession planning strategies in Uganda. Out of 150, a sample size of 108 (including 93 quantitative and 15 qualitative) was selected from different staff of White Horse Inn Kabale as the established family enterprise selected for the study (Krejcie & Morgan, 1970). The tools used for data collection were questionnaires, an interview guide, and documentary checklist. Data was collected from the managerial and non-managerial staff of the White Horse Inn Kabale. Findings: The Pearson correlation coefficient r=.618, P<0.05 indicates that there is a positive significant correlation coefficient between family business and succession planning. The model summary findings presents that Family Business, β=.618, t=7.666, p<.005. This meant that a unit change in family business would lead to an increase in succession planning in White Horse Inn Kabale. The study findings reveals that the relationship between Family Business and Succession Planning was statistically significant, F=58.775, P<0.05. This means that succession planning in a family business is a crucial process that ensures the long-term sustainability and success of the company. The results from regression model summary explain that family business caused a variation of 38.2% in succession planning. This indicates that succession planning in a family business is a crucial process that ensures the long-term sustainability and success. This therefore means that other factors not studied in this research contribute 61.8% of the succession planning. Implications to Theory, Practice and Policy: The study recommends that family business should formally document succession plans as an integral component of the business strategy, irrespective of the intentions regarding succession. Furthermore, fostering open and adaptable communication that promotes participatory decision-making is strongly recommended. A clear process for identifying essential competencies, along with a competency catalog, should be established to provide a solid foundation for business owners to evaluate potential successors, pinpoint competency deficiencies, and devise suitable plans for their development.

The Mediating Role of Talent Management in Succession Planning and Private Organization Sustainability: A Conceptual Article

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.

Measuring Traffic Speed Change After the Reallocation of Road Space for Cycling: A Data-Driven Analysis for Bogotá

In recent years, many local authorities have sought to accommodate cycling and active transportation in urban areas by creating dedicated spaces for them. However, densely populated cities face a land shortage, making it challenging to introduce measures such as bike lanes without impacting existing road users. Therefore, understanding the potential impacts of these initiatives is essential for informed decision-making, effective policy formulation, and successful urban planning strategies. In 2020, Bogotá, Colombia introduced extensive bike lanes along important corridors previously exclusively designated for motorized vehicles. The modifications were made possible in response to the unique context of the COVID-19 pandemic. The objective of this study is to provide a data-driven assessment of the impacts of some of the implemented bike lanes by utilizing traffic speed data from 2019 (prior to the lane modifications) and 2021 (after the modifications). Rigorous statistical analysis and modeling were employed to measure the changes on speed levels of road traffic, on both, the treatment group with modified roads as well as on the control group with non-modified roads within the study area. Due to the intricate factors influencing traffic speeds, spatial relationships between road segments and estimation errors were explicitly accounted for. Findings revealed a maximum speed reduction of 4.5 km/h (equivalent to a 19 % decrease), for users on modified roads. Apart from quantifying the worsened speed conditions because of the reduced road space on treated segments, results also highlight that certain parallel road segments experienced an increase in speed levels. This observation lends support to the intervention and emphasizes the importance of comprehensively assessing the entire road network when considering the implementation of bike lane projects in similar context cities.

Healthcare Leadership Succession Planning: Twenty-Five Strategies

An aging workforce, shrinking talent pool, and intensified competition will put healthcare organizations under increasing pressure in the years to come. The benefits of succession planning have never been more apparent. Yet many organizations do not have a concrete plan, even for senior leadership positions. This article argues that most leaders are not sufficiently proactive and disciplined about creating and implementing an effective succession plan. It describes what a succession plan is, why it matters, and why it is a challenging task. It also offers healthcare leaders, administrators, and managers 25 practical and effective succession planning strategies and explores the top reasons that succession plans fail. This article then describes the most effective strategies for handling employees who are passed over for promotions so they don’t become bitter and jaded. Finally, this article shares a nine-box matrix and explains how managers across the organization can use this tool to assess talent for succession planning.

The impact of succession planning strategy for security leaders in achieving professional professionalism: Exploratory research at Defense University for military studies

The impact of succession planning strategy for security leaders in achieving professional professionalism: Exploratory research at Defense University for military studies

Succession Planning and Executive Compensation Strategies: Case Study on Multi-business Corporate Firms in India

In the age of Post COVID Resilience and Digitization, strategic issues in leadership research have gained prominence. Succession planning is one of such topics of strategic Human Resource Management (SHRM) which is considered by corporate boards as a major concern as it provides a way for business continuity. It is quite an important aspect for most of the start-up enterprises of modern times as they have to ensure its business continuity through the availability of strong leadership bench strength. Having a good successor on key management positions will ensure a family legacy for upcoming generations.Past literature offers insight that corporate firms including family and standalone groups have observed many challenges in terms of loss of leadership on key management positions due to the lack of a proper succession plan in place. In this study, it has attempted to explore various insights related to succession planning and its linkages to executive compensation in corporate firms having diversified business portfolios. Findings provide a fresh perspective on succession planning and executive compensation which is equally important for practitioners and new-age start-ups.

The Effect of Succession Planning and Product Quality Innovation on Business Performance in Family Businesses

Family businesses play an important role in the local economy. The role of succession planning and product quality innovation are key factors that can affect family business performance. This study aims to determine the effect of succession planning and product quality innovation on family business performance. This study uses a quantitative method with a survey as a data collection tool. Data were collected through questionnaires distributed to family business owners. The conjecture of this study is that succession planning has a significant and positive influence on family business performance. This result suggests that companies with a mature succession planning strategy tend to have better performance. In addition, innovation in product quality also contributes positively to business efficiency. Family businesses that actively develop innovative products tend to achieve competitive advantage and better growth. Based on these results, it can be concluded that succession planning and product quality innovation play an important role in improving family business performance. Family businesses that invest in careful succession planning and prioritise product quality innovation are likely to continue to succeed and grow. Therefore, business owners need to pay attention to these important aspects to improve their business performance.

Succession planning in higher education: A systematic literature review (2012–2022)

This research investigates the dynamic landscape of succession planning (SP) strategies in higher education, with a focus on synthesizing existing literature to guide improvements in presidential succession practices. The intense global competition in higher education has led to imbalances in the quantity and composition of potential successors, hindering institutions’ rapid advancement and affecting their competitiveness on the global stage. The study addresses critical challenges such as attracting, retaining, and nurturing successors in key positions beyond material incentives. Employing a literature analysis methodology, the research comprehensively examines the existing body of literature related to succession planning, offering recommendations to promote stability in leadership, foster continuous talent development, and mitigate talent crises. The study evaluates the current state of succession planning in higher education, identifying issues and their root causes. It provides a summary and analysis of ongoing research efforts related to successor quality, team formation, and cultivation models. Despite advancements through national talent cultivation policies, persistent challenges like talent scarcity, the absence of gender-inclusive succession plans, a lack of originality, and inconsistent staff flow hinder progress. The research attributes these challenges to traditional personnel systems and university administrators. Proactive measures are proposed, including creating awareness of succession planning, advocating for personnel mechanism reform, establishing a comprehensive training system, and developing a scientifically-grounded succession plan. Though the study aims to contribute to leadership development and address pressing issues faced by higher education institutions, with only a limited number utilizing mixed techniques, it restricted the comprehensive inclusion of social context knowledge and evidence regarding the motivations, beliefs, and experiences of individuals in this investigation.

Challenges faced by family-owned education institutions in Nepal in implementing effective succession planning strategies

PurposeThe paper examines the succession management strategies and the preparation level of heirs in the context of family-owned educational institutions in Nepal.Design/methodology/approachSixteen in-depth, semi-structured interviews with the institution's leader were conducted. Each interview was transcribed using content analysis. Several themes and new items emerged that define the institutional strategies in succession management.FindingsThe paper provides insight into the challenges of implementing effective succession management strategies. The identified themes are traits, processes, challenging aspects and effective plans. The study's findings show the lack of awareness about the importance of succession planning among the institution owners due to the availability of limited resources. The paper also provides some insights into how family ownership and management are done and the lack of formal processes in succession management strategies.Practical implicationsThis paper offers readers the chance to think about succession planning strategies. Also, it adds value in their critical analysis of the succession plan. The study advised the learners to consider additional elements that can impact succession planning, such as experience, educational requirements and their desire to work. It will aid researchers in considering the societal perspective of the successor, which is also a significant worry.Originality/valueIt focuses on a specific context, private schools in Nepal, and examines the challenges they face in implementing succession management strategies. The paper tries to identify the approach that may reveal potential solutions that have not been considered. The paper aims to clearly articulate the unique contributions of the study and explain how it advances the existing literature on succession management.

An Analysis of Succession Planning Strategies in Professionalising the Public Sector: A Case of the National School of Government

An Analysis of Succession Planning Strategies in Professionalising the Public Sector: A Case of the National School of Government

Effect of Succession Planning Strategies on the Sustainability of Family Businesses in Nigeria

The study is a descriptive survey designed to investigate the effect of succession planning strategies on the sustainability of family businesses in Nigeria, using mentoring, training, job rotation, coaching, talent management, and internship as proxies of succession planning. The population of the study consists of 79,460 small businesses in 36 states of Nigeria and the Federal Capital Territory as captured in the database of small and medium enterprises in Nigeria. Multi-stage cluster sampling technique was used to determine the sample and the Taro Yamani formula for calculating sample size was used to arrive at the sample size of 390 small businesses. To provide for anticipated “no response”, a 5-scale Likert questionnaire for data collection was administered to 443 representatives of small businesses across the six geo-political zones of Nigeria, out of which 435 (98.2%) returned validly. The data collected was analyzed using frequencies, percentages, means, correlation, and multiple regression model coefficients to determine the effect of succession strategies on the sustainability of family businesses. 84.4% of the family businesses sampled say they engaged in succession planning, and 22.1% had a written succession plan. Results of analyzing data from the study indicate that mentoring, training, job rotation, coaching, talent management, and internship as succession planning strategies are positively correlated to the sustainability of family businesses in Nigeria with statistical significance. This is corroborated by the F-test result with the F calculated value of 202.5 and p-value 0.000 larger than the 2.01 critical F at 0.05 level of significance, implying that a significant joint impact of all the independent variables exists on the dependent variable sustainability. Further, the multiple linear regression model analysis at a five percent level of significance shows an R-squared of 0.802 which indicates that 80.2% variation in sustainability is attributed to all the independent variables. Consequently, the six hypotheses for the study were rejected as the findings of the study show a statistically significant effect of the succession planning strategies investigated on the sustainability of family businesses in Nigeria. The researcher concludes that effective succession planning will enhance the sustainability of family businesses potentially. The researcher recommends that founders, owners, and managers of family businesses in Nigeria should adopt effective succession planning strategies, with a written plan to make their business sustainable beyond their retirement or death.

The dilemma of leadership succession in academic libraries in Ghana

In a significant number of academic libraries in Ghana, incumbent Head Librarians stay on longer for a postretirement contract, because there appears to be a lack of qualified candidates to take over leadership roles. The apparent gap in leadership succession may be a consequence of a lack of management’s desire to grow their leaders as well as a dearth of self-motivation on the part of the staff. As part of the solutions to filling seeming gaps in leadership continuity, organizations grow their leaders internally through mentoring, coaching and training, experience and management support for staff professional/career development. Succession planning identifies prospective staff with the desire to take up future leadership roles. There are arguments for and against succession planning in academic libraries as a means of selecting and appointing university Librarians. The current study explores succession planning strategies as means of choosing prospective leaders in academic libraries in Ghana. The study adopted a case study research approach. University Librarians of ten (10) public university libraries were purposely selected for the study. A structured interview was employed to collect the data that form the basis of the analysis. The study revealed that succession planning is lacking in academic libraries in Ghana. Appointment to the University Librarian role is based on general university selection criteria for all academic staff of the university, including academic library staff. Though some respondents agree that succession planning is a good strategy to grow staff internally to take over future leadership roles, others assert that staff progression in academic libraries must be based on scholarly publication and long service, as prescribed by the University appointment and promotion policy. The study concludes that leadership continuity in academic libraries in Ghana is not necessarily dependent on any wellthought-out succession plan implementation. As a result of the staff’s inability to meet university promotion and appointment requirements for academic staff, many university libraries lack that critical mass of potential candidates for the role of university librarian.

Multidecadal evaluation of changes in coffee-growing areas using Landsat data in Central Highlands, Vietnam

Vietnam is the world’s second-largest coffee exporter. Information on coffee-growing areas is thus important for production estimation. This research developed an approach for coffee mapping and change detection using Landsat and DEM data in Central Highlands, Vietnam. The data were processed for 1995, 2005, and 2020 using random forests (RF). The mapping results, verified with reference data, showed overall accuracy and Kappa coefficient higher than 86.9% and 0.74, respectively. These findings were reaffirmed by a close relationship between the satellite-based coffee area and official statistics, with the root mean squared percentage error (RMSPE) and mean absolute percentage error (MAPE) greater than 9.9% and 7.6%, respectively. From 1995 to 2020, the newly planted coffee area increased by 135,520 ha, due to the conversion of forests to coffee plantations. Such distributions of coffee areas and decadal changes in farming activities are critically useful for policymakers to formulate successful crop planning strategies.

An evaluation of the impact for healthcare professionals after a leadership innovation fellowship program

BackgroundLeadership among healthcare professionals is required to address important healthcare challenges. The TAHSNp Health Professions Innovation Fellowship program (“Program”) supports health professionals’ leadership development by offering them an opportunity to lead a quality improvement project and participate in a curriculum focused on leading change. ObjectiveAs part of an outcome evaluation of the program, our objective was to determine the program's impact on leadership activities and roles undertaken by alumni. MethodsA questionnaire was administered to participants who completed the program in 2019 and 2020 at 6 and 18 months post-program to assess their leadership activities, leadership roles and the program's impact. Prospectively, we conducted internal and LinkedIn searches to identify current roles and obtained personal statements from program alumni of medical imaging health professions as complementary data sources for our program evaluation. ResultsAt 6 and 18 months post-program, 47% - 59% of alumni respondents reported participation in hospital/organization committees, mentoring fellows or students, and presenting scholarly work inside or outside their organizations (6 months: N = 25, response rate = 39.1%; 18 months: N = 17, response rate = 26.6%). Additionally, at 18 months post program, 35% – 41% of alumni reported leading a new quality improvement initiative, pursuing formal education, and having a new leadership role. Most alumni reported their leadership activities were influenced by the program, with the largest impact occurring after 18 months post-program for leading a new quality improvement initiative (100%), career plans for the next five years (94%), mentoring fellowship staff (91%), presenting at their healthcare organization (91%) and a new leadership role (90%). Alumni reported the program helped build their confidence, create networking opportunities, leadership skill-building and interest in pursuing other roles beyond their clinical role. More specifically, alumni reported that leadership skills gained from the program were used in subsequent roles and responsibilities. Conclusion/ImplicationsThe program evaluation demonstrates engaged alumni who undertake informal and formal leadership activities and roles. Our results are illustrative of the value-add as a result of healthcare organizations’ investment in developing leadership among healthcare professionals. As continued engagement and career development are known to be important for staff retention and succession planning strategies, our findings are highly relevant given the current staffing challenges in healthcare.

Succession Planning Strategies and Organizational Continuity of Selected Oil and Gas Companies in Rivers State

Succession Planning Strategies and Organizational Continuity of Selected Oil and Gas Companies in Rivers State

Generational knowledge transfer and retention strategies

PurposeThis study reviews strategies organizational leaders and human resource practitioners can deploy to develop knowledge transfer and retention succession planning strategies for older employees to mitigate generational organizational knowledge loss prior to retirement.Design/methodology/approachThis study used a questionnaire with 28 baby boomer employees and leaders of baby boomers at a large federal agency. Purposive and snowball sampling techniques were used. Questions asked participants about knowledge transfer, retention strategies and how challenges to counter baby boomer knowledge loss are addressed in the workplace.FindingsDevelop succession plans using standard operating procedures and job aids to reduce knowledge loss and enhance retention. Deploy hands-on training to share historical knowledge, enhance relationship building, mentoring programs, cross-training opportunities, retention incentives and document process improvement. The strategies are supported by organizational learning and knowledge management theories.Originality/valueThis study contributes to organizational leaders’ and human resource practitioners’ knowledge transfer and retention succession planning strategies to counter generational knowledge loss.

Succession Planning Strategies and Employee Performance of Selected Deposit Money Banks in Lagos State, Nigeria: The Moderating Effect of Educational Qualification

Purpose: Employees’ performance was investigated along succession planning strategies and roles played by educational qualifications. This study examined the relationship between succession planning strategies and employee performance of selected money banks in Lagos State, Nigeria with the moderating effect of educational qualification.
 Methodology: The study adopted survey research design. The target population for this study comprised twenty thousand and five (25005) employees of five selected money banks in Lagos State, Nigeria. A sample size of 760 was chosen to stand in for the entire population of the study. Stratified and simple random sampling techniques were used to determine the sample size. Hierarchical Multiple Regression technique was used to test the study’s hypothesis.
 Findings: Findings indicated that succession planning strategies have significant effect on employees’ performance among selected deposit money banks in Lagos State, Nigeria. Findings further revealed that educational qualification significantly moderated the relationship between succession planning strategies and employee performance among deposit money banks in Lagos State, Nigeria.
 Recommendation: The study recommends continuous learning and capacity building to ensure better fit and qualified persons occupy position to succession planning.

Succession Planning Strategies at the Bahamas’ Ministry of Education: A Case Study

An exploratory single-case study was conducted to explore how government executives perceive the strategies for the current succession planning process, which include a competency model and the needed changes within the Ministry of Education in The Bahamas. The theoretical foundations for this study were the competency model and the five-step succession planning model. A qualitative methodology and single case study research design addressed the research questions. For this study, purposive sampling was used to choose a sample from a given population unit comprised of 12 executives. Data were collected through semi-structured interviews, questionnaires, and focus groups. Thematic analysis was used to discover emerging themes and organize the study using qualitative data. The following eight themes emerged from the data: 1) building capacity through succession planning strategies; 2) recognition of staff training and mentoring; 3) ultimate leadership preparation; 4) transformation through organizational growth changes; 5) required changes at the Ministry regarding weaknesses in the current succession planning system; 6) coaching techniques; 7) individual factors/development; and 8) skills development and skills set. Recommendations for future research that include the model and the theoretical foundations for this study are presented.

A Structural Framework for Neuro-Linguistic Programming (NLP) and its Consequence on Leadership Succession Planning Strategy Applying to the Leaders of King Khalid University and Qualified Personnel for Leadership Position

The research paper pursues to know the effect of NLP practices on leadership succession planning strategy by applying to The Leaders of King Khalid University and Qualified Personnel for the Leadership position. After reviewing the literature, the researchers formulated a hypothetical model for the study that includes the central hypothesis from which six sub-hypotheses emerge, including measuring the impact of NLP pillars on leadership succession planning strategy. A sample size of 100 individuals was selected, representing the research population represented by the deans and deans of the university and colleges and heads of departments in colleges at King Khalid University in Saudi Arabia. The response rate was 82%, with 82 valid questionnaires for analysis. The study relied on Structural Equation Modeling (SEM) by AMOS (V.26) and SPSS (V.25) for data analysis and hypotheses. The study found a positive and significant effect between NLP and leadership succession planning strategy. NLP confirmed its re-formulation of standard mental models to understand and facilitate the process of thinking and training, which helps successive leaders understand the ideas and beliefs of current leaders and their ways of thinking in solving problems and facing crises. In addition, NLP plays a vital role in increasing the successive leader’s sense of the need to establish their reputation for outstanding performance after similarity and learning from the model. Finally, the novice leader needs a model and role model to help him control the way he feels, transforming it into positive thinking that stimulates energy and focuses on goals, which the application of NLP practices does. So, this study is recommended the necessity of activating leadership succession planning strategy within universities through establishing a leadership academy in which NLP methods are practiced, as this academy has a significant impact on achieving leadership succession and the continuation of pipelines of leaders.

Predictive Analysis of Municipal Solid Waste Generation Using an Optimized Neural Network Model

Developing successful municipal waste management planning strategies is crucial for implementing sustainable development. The research proposed the application of an optimized artificial neural network (ANN) to forecast quantities of waste in Poland. The neural network coupled with particle swarm optimization (PSO) algorithm is compared to the conventional neural network using five assessment metrics. The metrics are coefficient of efficiency (CE), Pearson correlation coefficient (R), Willmott’s index of agreement (WI), root mean squared error (RMSE), and mean bias error (MBE). Selected explanatory factors are incorporated in the developed models to reflect the influence of economic, demographic, and social aspects on the rate of waste generation. These factors are population, employment to population ratio, revenue per capita, number of entities by type of business activity, and number of entities enlisted in REGON per 10,000 population. According to the findings, the ANN–PSO model (CE = 0.92, R = 0.96, WI = 0.98, RMSE = 11,342.74, and MBE = 6548.55) significantly outperforms the traditional ANN model (CE = 0.11, R = 0.68, WI = 0.78, RMSE = 38,571.68, and MBE = 30,652.04). The significant level of the reported outputs is evaluated using the Wilcoxon–Mann–Whitney U-test, with a significance level of 0.05. The p-values of the pairings (ANN, observed) and (ANN, ANN–PSO) are all less than 0.05, suggesting that the models are statistically different. On the other hand, the P-value of (ANN–PSO, observed) is more than 0.05, suggesting that the difference between the models is statistically insignificant. Therefore, the proposed ANN–PSO model proves its efficiency at estimating municipal solid waste quantities and may be regarded as a cost-efficient method of developing integrated waste management systems.