Succession Planning Practices and Challenges: Study of Indian Organisations

Pandey, Suruchi; Sharma, Deepesh

doi:10.1016/s2212-5671(14)00185-3

Cited by 20 publications

(14 citation statements)

References 1 publication

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“…Succession planning is the key to the talent market and competition (Pandey & Sharma, 2014). Succession planning needs to analyze the views of the family, management and ownership and understand the different interests of each viewpoint accurately (Brockhaus, 2004).…”

Section: Literature Review What Is Succession Planningmentioning

confidence: 99%

Selection of Successors to Family Businesses in Taiwan: Case Study on Small and Medium Enterprises

Lee¹,

Lin²,

Wang³

2020

IJARBSS

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The purpose of the study is to explore the methods which small and medium-sized family businesses in Taiwan adopt for selecting successors, the characteristics of successors, and the suitability of children's or professional managers' succession to family businesses. The qualitative interview was adopted to establish the contents of the survey, and 400 questionnaires were distributed to the original owners (bosses) of small and medium-sized family businesses, second generation successors (children), professional managers, graduate students in the EMBA program, and cadre members of trade associations. A total of 349 valid questionnaires were retrieved (87.25%). The grey relational analysis (GRA) was adopted as the statistical method of the study. According to the results of the study, the most common method for training successors was reserve cadre; the selection of successors was mainly based on the opinions of the bosses or chairmen; personal morality weighed heavily in the characteristics of successors; and professional managers' succession improved the overall business performance.

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Section: Literature Review What Is Succession Planningmentioning

confidence: 99%

Selection of Successors to Family Businesses in Taiwan: Case Study on Small and Medium Enterprises

Lee¹,

Lin²,

Wang³

2020

IJARBSS

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“…In this age of globalization, human resource departments are struggling to maintain their human resources and facing two major challenges; first the loss of key experienced talent and second changing trends in the skilled market (Pandey and Sharma, 2014). These challenges provide the clear notion of retaining and developing the employees as a top priority for every organization, competing in the talent market.…”

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

Understanding succession planning as a combating strategy for turnover intentions

Ali

Mehreen

2019

JAMR

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Purpose Considerable research has linked leaders’ development practices to employee performance, but little research has concentrated on how succession planning minimizes the turnover intentions. The purpose of this paper is to investigate the impact of succession planning on turnover intentions among banking professionals. Moreover, the authors examine whether succession planning enhances the employee job security and creates career attitude that mitigates the risk of employee turnover intentions. Design/methodology/approach Using the survey method, the authors recruited permanent employees of retail banking and the proposed model and structural relationships were tested via structural equation modeling. Findings The findings depict that succession planning provides job security and creates positive career attitude which in turn mitigate the turnover intentions among banks employees. Practical implications The present study helps the bank management to formulate a strategic and proactive succession system based on job security and build a strong career attitude to discourage the turnover intentions among banks employees. Moreover, the outcome supports the management of banks in case of the sudden resignation of a bank employee; they will be in a position to appoint a resourceful employee immediately on the vacant post to provide excellent customer services. Originality/value The current study successfully developed an empirical relationship between succession planning and turnover intentions which was skipped in the literature on human resource development. Furthermore, this study offers an important mediation mechanism for job security and career attitude for mitigating the turnover intentions among banks employees through succession planning.

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“…However it could be argued that other roles are equally important and therefore, identifying the key positions is likewise strategically and critically important. Pandey and Sharma (2014) identify factors that cannot be ignored when dealing with different levels of succession planning in hospitality organisations. Key factors include the organisation size, the culturally embedded model and the budget that is procurable for succession planning.…”

Section: Succession Planningmentioning

confidence: 99%

Talent pool exclusion: the hotel employee perspective

Kichuk

Brown

Ladkin

2019

IJCHM

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Purpose-The purpose of this paper is to explore the experiences of employees excluded from a talent pool and to identify what career development is provided for them.Design/methodology/approach-A qualitative approach was adopted, and narrative inquiry was selected as the optimum route to obtaining detailed and rich accounts of the experiences of employees excluded from a talent pool. 15 in-depth interviews were conducted with 8 employees and 7 managers in a small hotel chain in the south of England.Findings-The study shows that employees who are excluded from a talent pool feel frustration, mistrust in the organisation, have low expectations of career development andshow an intention to leave the organisation.Research limitations/ implications-The study was conducted in a chain of hotels where TM strategies are one of the key priorities in the organisation. The results may be different in hotels where TM strategies are less formal and talent pool segmentation is not clearly identified.Practical implications-Hotel managers should consider employees who are excluded from a talent pool and build effective TM strategies and provide career development in order to minimise adverse reactions and improve commitment and motivation.Originality/value-This research contributes to understanding talent pool exclusion and its consequences for the hotel sector. Narrative interviewing is used in this context for the first time.

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Succession Planning Practices and Challenges: Study of Indian Organisations

Cited by 20 publications

References 1 publication

Selection of Successors to Family Businesses in Taiwan: Case Study on Small and Medium Enterprises

Selection of Successors to Family Businesses in Taiwan: Case Study on Small and Medium Enterprises

Understanding succession planning as a combating strategy for turnover intentions

Talent pool exclusion: the hotel employee perspective

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