Review of succession planning research
DOI:
https://doi.org/10.37134/mrj.vol8.5.2019Keywords:
succession planning, replacement programme, leadership development, human resource planning, human resource developmentAbstract
Succession planning are one of the most important human resource issues today. Succession planning refer to ongoing and systematic efforts to ensure continuity of leadership, protection, intellectual capital development and knowledge for the future of the organization and to promote individual development (Hassan & Nasibollah, 2016). In addition, succession planning is also seen as any effort taken to ensure that the performance of the organization, division or department remains effective through the implementation of development, replacement of staff and strategic planning over key positions over time (Rothwell, 2005). Recognizing the importance of succession planning many previous studies have been conducted to look at succession planning using a variety of variables such as demographic factors, educational qualifications, positions, talent management, performance management, mentoring, employee engagement, training, tenure, work experience, leader development and promotion. In this regard, this paper aims to look at previous studies on the succession planning from 1950 to 2009.
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References
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Baruch, Y., & Peiperl (2000). Career management practices: An empirical survey and implications. Human Resource Management, Vol.39, no.4, m.k.347-366.
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Mandi, A. R. (2008). A case study exploring succession planning. Tesis PhD yang tidak diterbitkan. George Washington University, USA.
Matthews, C.H., Moore, T. W., & Fialko, A. S. (1999). Succession in the family firm: A cognitive categorization perspective. family business review, vol. 12, no.2, 1999
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Rhodes, D. W., & Walker, J. W. (1984). Management succession and development planning. Human Resource Planning, vol.17, m.k. 157-173.
Romejko, M. A. (2008). Key characteristics of a succession planning program at a Government Research Center. Tesis PhD yang tidak diterbitkan. Pepperdine University, USA.
Shipman, F. (2007). Formal succession planning in healthcare organizations: Meeting leadership needs in a changing American workforce. Tesis PhD yang tidak diterbitkan. Spalding University, Louisvilk, Kentucky, USA
Zaich, L. L. (1986). Executive succession planning in selected financial institute. Tesis PhD yang tidak diterbitkan. Pepperdine University, Malibu, USA.
Baruch, Y., & Peiperl (2000). Career management practices: An empirical survey and implications. Human Resource Management, Vol.39, no.4, m.k.347-366.
Carnazza, P. (1982). Succession/ Replacement planning programs and practices. Laporan Sarjana yang tidak diterbitkan. Columbia University, NewYork.
Christine, P., Angela Byars-Winston, Janet, B., Sylvia, H., & Kevin, E. (2016). Defining attributes and metric of effective research mentoring relationships, AIDS Behav, Springer Science & Business Media New York .
Charan, R. S. J., Drotter, & Noel, J. L. (2001). The leadership pipeline: How to build the leadership-powered company. San Francisco: Jossey-Bass.
Conger, J., & Fulmer, R. (2003). Developing your leadership pipeline. Harvard Business Review, vol. 81, no.12, m.k. 76-85.
Davis, P. S. & Harveston, P. D. (1998). The influence of family on the family business succession process: A multi-generational perspective. Entrepreneurship theory and practice, 22(3), 31-53.
Friedman, S. D. (1984). Succession systems and organizational performance in large corporation. Tesis PhD yang tidak diterbitkan. University of Michigan, Michigan, USA.
Francher, L. P. (2007). The influence of organizational culture on the implementation of succession planning. Tesis PhD yang tidak diterbitkan. Georgia State University, Georgia, USA.
Groves, K. S. (2007). Integrating leadership development and succession planning best practices. Journal of Management Development, 26(3):p.239-260.
Grusky, O. (1960). Administrative succession in formal organizations. Social Forces, vol 39, m. k. 105-115, 1960.
Hassan Soltani & Nasibollah Valavi Moghadam. (2016). Explanation the impacts of succession planning on organizational effectiveness in Refah Bank branches of Kohgiluyeh and boyer Ahmad province.
Henri, F. (1918). General and industrial management. Mansfield Centre, CT, Martino Publishing, New York.
Huang, T. (2001). Succession planning systems and human resource outcomes. International Journal of Manpower, vol. 22, no. 7/8, m.k. 736-747.
Hall-Ellis, S. D. (2015). Succession planning and staff development-a winning combination. The Bottom Line: Managing library finances, 28(3), 95-98.
Krauss, J. A. (2007). Succession planning and talent management recommendations to reduce workforce attrition and prepare for an aging population. Tesis PhD yang tidak diterbitkan. Wilmington University, Delaware, United States.
Kesner, I. F., & Sebora, T. C. (1994). Executive succession: past, present and future. Journal of Management, vol. 20, pp. 327-372.
Levitz, A. M. (2008). Succession planning leadership Development. Tesis PhD yang tidak diterbitkan. Wilmington University, USA.
Mandi, A. R. (2008). A case study exploring succession planning. Tesis PhD yang tidak diterbitkan. George Washington University, USA.
Matthews, C.H., Moore, T. W., & Fialko, A. S. (1999). Succession in the family firm: A cognitive categorization perspective. family business review, vol. 12, no.2, 1999
Mehrabani, S.E., & Mohamad, N.A. (2011). Identifying the important factors influencing the implementation of succession planning, International Conference on Information and Fiannce 21, 37-41.
Rothwell, W. J. (2005). Effective succession planning: ensure leadership continuity and building talent from within. New York: Amacom.
Rothwell, W. J. (2010). Effective succession planning: ensure leadership continuity and building talent from within. New York: Amacom
Rothwell, W. J. (2015). Effective succession planning: ensure leadership continuity and building talent from within. New York: Amacom.
Rhodes, D. W., & Walker, J. W. (1984). Management succession and development planning. Human Resource Planning, vol.17, m.k. 157-173.
Romejko, M. A. (2008). Key characteristics of a succession planning program at a Government Research Center. Tesis PhD yang tidak diterbitkan. Pepperdine University, USA.
Shipman, F. (2007). Formal succession planning in healthcare organizations: Meeting leadership needs in a changing American workforce. Tesis PhD yang tidak diterbitkan. Spalding University, Louisvilk, Kentucky, USA
Zaich, L. L. (1986). Executive succession planning in selected financial institute. Tesis PhD yang tidak diterbitkan. Pepperdine University, Malibu, USA.
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Published
2019-12-11
How to Cite
Rajagani, V. (2019). Review of succession planning research. Management Research Journal, 8, 58–65. https://doi.org/10.37134/mrj.vol8.5.2019
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