Leadership succession planning for today’s digital transformation economy: Key factors to build for competency and innovation

Jackson, Nicole; Dunn‐Jensen, Linda M.

doi:10.1016/j.bushor.2020.11.008

Cited by 61 publications

(33 citation statements)

References 22 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…It is incumbent upon leadership to invest in people to ensure a deep and continuous supply of talent. Nevertheless, the role of the Human Resource Department (HRD) is still relevant and important in ensuring that HRD can leverage past expertise in leadership succession planning that must also include future competencies and requisite levels of innovation (Jackson & Dunn-Jensen, 2021). It is further described by Hampel et al, (2010) that succession planning is more than just the concept of filling a position in the future; it involves a structured process of identifying key positions and their requisite qualifications and competencies, selecting potential internal candidates, targeting development and tracking those candidates, selecting a successor, and ensuring a commitment of resources.…”

Section: Perspective Of Succession Planningmentioning

confidence: 99%

A Review on Competency-Based Succession Planning at Higher Education Institution in Malaysia

Ghazali¹,

Rahman²,

Ghani³

2021

IJARBSS

View full text Add to dashboard Cite

This conceptual paper highlights the necessity to have a proper workforce and succession planning in place in order to have the right leadership in the right place at the right time. Leaders who are incompetent or exhausted may impose adverse impacts on the effectiveness of succession planning. Nowadays, leaders face complex challenges than those in the past with increasing workloads and responsibilities to ensure that organisational agendas are sustained. Competent and skilled leaders are needed to carry out this task. Therefore, an organisation should be proactive and strategise for future performance through succession planning. This study proposes a model of competency-based succession planning in higher education institutions by reviewing the literature that focuses on the relationship between individual competency, training, personality trait, and organisational culture. The study reveals that developing talent incorporated with competency in higher education instituition is a crucial part of succession planning. Even if the institution has a systematic plan in place, succession planning will not progress smoothly unless that institution has a willing, capable, and well-prepared successor. Competency based succession planning models present a plan to build the necessary competency in the present and future, as well as a criterion for assessing academic leader requirements.

show abstract

Section: Perspective Of Succession Planningmentioning

confidence: 99%

A Review on Competency-Based Succession Planning at Higher Education Institution in Malaysia

Ghazali¹,

Rahman²,

Ghani³

2021

IJARBSS

View full text Add to dashboard Cite

show abstract

“…Filling vital executive leadership positions with qualified and motivated candidates is not an International Journal of Human Resource Studies ISSN 2162-3058 2022 easy task for many organizations (Chang & Besel, 2020). One of the issues facing business organizations these days is producing a leader from within the organization's talent pool who can fit into a set of duties and procedures for the next level of leadership (Aboradi & Masari, 2018;Jackson & Dunn-Jensen, 2021). Succession planning is a technique for ensuring that the company has a plan in place to ensure that the organization's continuity is maintained when the executive director, senior managers, or talented people leave.…”

Section: Research Backgroundmentioning

confidence: 99%

“…Review and explosive growth characterize the final period, which ran in the 1980s. Next, the early 2000s involved the change from technology-based employment planning to a focus on manpower towards a more comprehensive human resources planning strategy (Jackson & Dunn-Jensen, 2021;Parfitt, 2017).…”

Section: Succession Planning Has Changed and Evolved Over Timementioning

confidence: 99%

“…In the 2000s, the concept of succession planning has evolved, involving changing from technology based employment planning to a focus on manpower towards a more comprehensive human resources planning strategy (Barr, 2019;Jackson & Dunn-Jensen, 2021;Parfitt, 2017). However, the core components continue to be present although the focus on succession planning has changed over time (Chavez, 2011).…”

Section: In the 2000s: Integrated Succession Planning To Human Resour...mentioning

confidence: 99%

See 1 more Smart Citation

Measuring the Success Metric for Effective Succession Planning: The Conceptual Perspective

Ghazali

Ghani

Rahman

2022

IJHRS

View full text Add to dashboard Cite

This conceptual study aims to explore the evolution of succession planning by focusing on a systematic procedure and highlighting the instrument of success metric that influences succession planning effectiveness. There are several approaches to discuss the succession planning process and the effectiveness of the used methods. However, no single systematic process applies to the entire organization. Besides that, this research includes a literature review, focusing on key success metrics of succession planning. The metrics used to track succession planning effectiveness should be directly related to the organization’s strategic goal. Therefore, the metrics must be clearly defined and articulated as part of the organization’s formal succession plan. This study reveals three key success metrics of succession planning: (1) bench strength, (2) time-to-fill, and (3) talent turnover. A good success metric indication will allow a company to analyze the impact of a succession plan in retaining talent in the pipeline as a proactive strategy.

show abstract

“…Since the outbreak of the new crown pneumonia epidemic, the traditional manufacturing industry has been greatly impacted, which has brought great challenges to economic development around the world, and has also triggered many people's thinking about economic growth. e global economy will enter a new cycle of economic growth led by innovation [11,12].…”

Section: Introductionmentioning

confidence: 99%

Evaluation and Analysis of Regional Economic Growth Factors in Digital Economy Based on the Deep Neural Network

Cheng

Huang

2022

Mathematical Problems in Engineering

View full text Add to dashboard Cite

With the rise of deep learning technology, due to the superior performance of the deep neural network, its application in the digital economy has attracted extensive attention of scholars. Since the beginning of the 21st century, my country’s digital economy has developed rapidly, and its universalization and other characteristics have created favorable conditions for the optimal allocation of resources in underdeveloped regions and the exertion of comparative advantages. The digital economy will play a key role in poverty alleviation, promoting coordinated regional development, narrowing regional gaps, and improving the spatial layout of my country’s reform and opening up. This paper studies the factors that the digital economy based on deep neural networks has on regional economic growth. Simulation experiment conclusions are as follows: (1) the digital economy of Guizhou, Beijing, Chongqing, Anhui, and Tibet is growing rapidly. The central and western regions are in a period of rapid growth. For the gap between major industrial provinces, the coefficient of variation reached about 1 before 2013, then it declined rapidly, and slowed down, and steadily declined after 2019, indicating that the gap in the digital economy in various regions is narrowing in general. (2) From the national level, the digital economy index coefficient is 1.24, that is, for every 1% increase in digital economy investment, GDP will increase by about 0.24%. The labor force increased by 1% and the GDP increased by about 0.22%. This promotion effect is also very obvious. (3) Judging from the above data, the western region urgently needs to promote the construction of the digital economy and introduce high-tech digital economy talents. The talent effect in the Midwest has a significant effect on GDP. (4) From the perspective of the whole country and other regions, the parameter coefficients and signs have not changed significantly, so the original model is robust, and so the conclusion is desirable.

show abstract

Leadership succession planning for today’s digital transformation economy: Key factors to build for competency and innovation

Cited by 61 publications

References 22 publications

A Review on Competency-Based Succession Planning at Higher Education Institution in Malaysia

A Review on Competency-Based Succession Planning at Higher Education Institution in Malaysia

Measuring the Success Metric for Effective Succession Planning: The Conceptual Perspective

Evaluation and Analysis of Regional Economic Growth Factors in Digital Economy Based on the Deep Neural Network

Contact Info

Product

Resources

About