A Call to Action: Succession Planning Needed

Acree-Hamann, Cynthia

doi:10.1053/j.nainr.2016.07.001

Cited by 6 publications

(6 citation statements)

References 9 publications

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“…In fact, a 2016 national survey of local health departments in America revealed that only 39.5% of these departments had a formal succession plan (Darnell, Campbell, 2016). It was strongly recommended that healthcare institutions be proactive in developing formal SP strategies so as to reduce employee turnover in the health sector, particularly when recruiting numbers have been declining over the years (Trepanier, Crenshaw, 2013;Ellinger et al, 2014;Acree-Hamann, 2016;Donner et al, 2017;Phillips et al, 2018;Sierra, Calabrese, 2019).…”

Section: Theme 1: Assessing the Level Of Sp In Different Contextsmentioning

confidence: 99%

Succession Planning as a Critical Management Imperative: a Systematic Review

Obianuju¹,

Ibrahim²,

Zubairu³

2021

mmr

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This paper conducted a systematic review of succession planning (SP) articles published over the last decade. The Systematic Quantitative Assessment Technique was used to identify 174 SP articles. The review covered five key issues: 1) Time distribution, 2) Geographic distribution, 3) Article type, 4) Data collection methods, and 5) Themes explored. The findings revealed that interest in SP fluctuated over the last decade, and that South America and Oceania were the least represented by SP scholarship. The spread between conceptual and empirical SP articles were skewed towards the former, and survey was the most popular data collection method. Five themes were identified, with the most striking finding being that that if the ‘going concern’ principle of organizations is to be achieved, management must make deliberate efforts to formalize the SP process with the clear understanding that it is a continuous, transparent and participatory process, and thus a crucial management imperative.

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Section: Theme 1: Assessing the Level Of Sp In Different Contextsmentioning

confidence: 99%

Succession Planning as a Critical Management Imperative: a Systematic Review

Obianuju¹,

Ibrahim²,

Zubairu³

2021

mmr

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“…Succession plans were described by Acree-Hamann (2016) and Stephens (2016) as a resource that organizations, following employee exits, use to be able to achieve objectives. According to Acree-Hamann (2016) organizations that lack sufficient succession plans are likely to have a dismal future. Stephens (2016) suggested vacancies in key positions resulted in the aforementioned dismal future, as suboptimal decisions and operations are often implemented during periods of key vacancies.…”

Section: Literature Reviewmentioning

confidence: 99%

The Relationship between National Culture and Succession Planning in Malaysian Public Universities

Ahmad

Keerio

Jameel

et al. 2020

Journal of Education and e-Learning Research

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This study investigates the role of national culture in succession planning. Higher education institutions ought to learn from corporate succession planning practices; nevertheless, succession planning principles must be adapted as needed to meet the unique needs of each institution. Studies of the influence of culture on succession planning in higher education institutions have not yet revealed the specific impact of national culture on succession planning. We use Hofstede's national culture dimensions, which are power distance, collectivism, masculinity, uncertainty avoidance and long-term orientation. Data were gathered from five universities in Malaysia, and were analyzed using structural equation modeling. Our findings show that the national culture of university employees influences succession planning. This study contributes to existing understanding of factors affecting succession planning, points towards further research, helps practitioners by demonstrating the importance of taking national culture into account and indicates the importance of implementing succession planning in public universities in Malaysia.

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“…The second stage completely revolves around assessing a list of short-listed candidates working in the firm to assess the one with the potency of assuming vacant positions in future (Keller, 2018). In the final stage, the organisation provides plans to effectively develop the selected candidate with the required competence to hold such vacant positions (Acree-Hamann, 2016;McCarroll, 2020). Succession planning is the main route by which companies prepare individuals for executive positions that are of high importance to ensure proper management of the firm when old executives go on retirement or in the event of a change in a managerial position (Keller, 2018).…”

Section: Introductionmentioning

confidence: 99%

Succession Management in Public Universities in Ghana: Context, Prospects and Success Factors - A Review of Literature

Wonnia¹

2022

UDSIJD

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Ghana, a sub-Saharan African country has been noted to be among the countries with a high rate of unemployment. An insight into the current trends in succession management in public institutions provides a panoramic view of the context, prospects, and success factors in the implementation of succession management in public universities in Ghana. As a country with a high unemployment rate coupled with a high rate of corruption and poverty, succession management has been found to be a challenging issue for university administrators and other stakeholders in the country. Routine procedures are not followed for replacement of workers who in one way or the other left their jobs. Also, the study found that new workers do not have the required skills and experience due to protocols involved in the recruitment and succession processes. The study, therefore, recommends, among others, the adoption of effective training and the flat management structure to enhance the implementation of succession management in public universities in Ghana. Keywords: Career Opportunities, Recruitment, Succession Management, Talent Management, Ghanaian Universities

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A Call to Action: Succession Planning Needed

Cited by 6 publications

References 9 publications

Succession Planning as a Critical Management Imperative: a Systematic Review

Succession Planning as a Critical Management Imperative: a Systematic Review

The Relationship between National Culture and Succession Planning in Malaysian Public Universities

Succession Management in Public Universities in Ghana: Context, Prospects and Success Factors - A Review of Literature

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