Abstract
There has been a growing demand for equilibrium in the worldwide high dependency ratio. The overall increase in lifespan with a corresponding decrease in fertility rates has resulted in a populace that is predominantly composed of senior citizens. At times, institutions tend to prioritize their own organizational requirements above the needs and interests of their individual employees. Such an approach often results in the exclusion of employees and their willingness to transfer, assume new positions, or participate in developmental activities being overlooked. This can lead to demotivation among employees and ultimately impact the overall performance of the institution. Succession planning must have the full cooperation of all involved parties to succeed. If organizations want to be successful, particularly in realizing their vision-mission, it is important to find the right people who will be part of their journey toward greatness. Achieving success today requires both hard work and smart work, not just one or the other. In our interconnected world, organizations are no longer isolated entities. To ensure continuity, succession planning is a deliberate process that prepares employees for promotion within the organization. This tool helps management identify critical roles and individuals possessing the necessary skills. Typically, employees are hired based on their knowledge, rather than their ability to perform tasks. Passing on organizational knowledge to potential successors can significantly reduce the amount of time needed to adapt to a new position.
Keywords
References
- Addison, C. C. (2020). Succession Planning and Leadership Development Within the Federal Government: Developing Future Leaders. In Keiser University.Google Scholar ↗
- Adebola, S. (2019). Why do organisations run talent programmes? Insights from UK organisations. In Managing Talent (pp. 187-213). Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-319-95201-7_9DOI ↗Google Scholar ↗
- Ahmad, A. R., Keerio, N., Jameel, A. S., & Karem, M. A. (2020). The relationship between national culture and succession planning in Malaysian public universities. Journal of Education and E-Learning Research, 7(3), 242–249. https://doi.org/10.20448/journal.509.2020.73.242.249DOI ↗Google Scholar ↗
- Ali, Z. (2019). Understanding succession planning as a combating strategy for turnover intentions. Emerald Insight, 16(2), 216–233. https://doi.org/10.1108/JAMR-09-2018-0076DOI ↗Google Scholar ↗
- Ali, Z., & Mehreen, A. (2019b). Understanding succession planning as a combating strategy for turnover intentions. Journal of Advances in Management Research, 16(2), 216–233. https://doi.org/10.1108/JAMR- 09-2018-0076DOI ↗Google Scholar ↗
- Cavanaugh, J. C. (2017). Who will lead? The success of succession planning. Journal of Management Policy & Practice, 18(2), 22–27.Google Scholar ↗
- Clark, M. J. (2015). Leadership formation for succession: Examining leadership development at US Catholic schools sponsored by the congregation of Holy Cross (Doctoral dissertation, Creighton University).Google Scholar ↗
- Fusarelli, B. C., Fusarelli, L. D., & Riddick, F. (2018). Planning for the future: Leadership development and succession planning in education. Journal of Research on Leadership Education, 13(3), 286–313. https://doi.org/10.1177/1942775118771671.DOI ↗Google Scholar ↗
- Gilbert S. Arrieta, Caridad N. Barrameda, & I Ketut Sudarsana. (2022). a Succession Planning Model for Academic Heads. Jurnal Penjaminan Mutu, 8(1), 113–135. https://doi.org/10.25078/jpm.v8i1.769DOI ↗Google Scholar ↗
- Gomba, M., & Kele, T. (2016). Succession planning in black-owned family businesses: A South African perspective. International Journal of Business Administration, 7(5), 9-21.Google Scholar ↗
- Hassan, S. N. ul, & Siddiqui, D. A. (2020). Impact of Effective Succession Planning Practices on Employee Retention: Exploring the Mediating Roles. SSRN Electronic Journal, March. https://doi.org/10.2139/ssrn.3556924DOI ↗Google Scholar ↗
- K.Siambi, J. (2022). Leadership Succession Planning and Organization Transition: A Review of Literature. International Journal of Managerial Studies and Research, 10(3), 16–30. https://doi.org/10.20431/2349-0349.1003003DOI ↗Google Scholar ↗
- Larino, J. P., & De Los Santos, M. M. (2023). Of Succession Stories and Scenarios: The Challenges and Options Facing First-Generation Family-Owned Restaurants. American Journal of Multidisciplinary Research and Innovation, 2(2), 17–24. https://doi.org/10.54536/ajmri.v2i2.1201DOI ↗Google Scholar ↗
- Mokgalapa, D. K. (2023). The impact of leadership succession planning in organizations. ACADEMICIA: An International Multidisciplinary Research Journal, 13(2), 32–39. https://doi.org/10.5958/2249-7137.2023.00020.4DOI ↗Google Scholar ↗
- Moore, H. (2020). Examining the Relationship between Operational Succession Planning and Employee Turnover in Medical Groups in the United States. In A.T. Still University.Google Scholar ↗
- Pitre Davis, G. (2015). Preparing Leaders for the Future. American Council on Education. https://www.acenet.edu/Programs-Services/Pages/professional-learning/Preparing- Leaders-for-the-Future.aspx.Google Scholar ↗
- Riddick, F. (2009). What is your bench strength? an exploration of succession planning in three large school districts in a southeastern state. http://www.lib.ncsu.edu/resolver/1840.16/4399.Google Scholar ↗
- Theses, E., & Citation, R. (2023). Qualitative examination of factors affecting the retention of doctors at the Kenyatta National Referral Hospital in.Google Scholar ↗
- Villien, L. S. (2023). LSU Digital Commons The Case for Succession Planning in Higher Education : A Study of Knowledge Transfer within Louisiana State University THE CASE FOR SUCCESSION PLANNING IN HIGHER EDUCATION : A STUDY OF KNOWLEDGE TRANSFER.Google Scholar ↗
- Walters, L., Chisadza, C., & Clance, M. (2023). The Effect of Pre-Colonial Ethnic Institutions and European Influences on Contemporary Education in Sub-Saharan Africa. Journal of Development Studies, 0(0), 1–22. https://doi.org/10.1080/00220388.2023.2222211DOI ↗Google Scholar ↗