The development of a succession planning framework as an integral part of people management review and strategic planning

Van der Linde, Diederick Johannes (2000-03)

Thesis (MBA)--Stellenbosch University, 2000.

Thesis

ENGLISH ABSTRACT: Succession planning has to do with passing on responsibility. For companies to be world-class organisations the transfer of responsibility from one executive to another or from one manager to another must be quick and effective otherwise the company stands the chance of losing millions, its reputation and competitive position within the industry its operates. The first section of the study focuses on a literature overview with regard to succession planning. The literature research outlines once again that more indepth research on succession planning is needed in the South African context. The overview, however, forms a solid basis from where the study could expand and forms the cornerstone for developing the people management review model outlined in the second part of the study. From the research and model it is quite clear that the concept of competencies, competency models, competency-based performance and performance-potential management should play an important role in future succession planning processes. From the different segments of the people management review model it is clear that succession planning will need to become part of a series of real-time strategising within companies, that will require the full participation and effort of everyone involved, ensuring an optimally effective process. The model therefore forms the basis of the total tranformation process within companies, and becomes part of future strategic planning in companies en route to become globally competitive.

AFRIKAANSE OPSOMMING: Opvolgbeplanning het te doen met die oordrag van verantwoordelikheid binne maatskappye. Ten einde vir maatskappye om wêreldklas te wees is dit nodig dat die oordrag van verantwoordelikheid van een bestuurder na die volgende so glad en effektief moontlik sal verloop. Indien dit nie gebeur nie loop maatskappye die risiko om miljoene rande te verloor en daarmee saam hul reputasie en kompeterende posisie binne die bedrywe waar hul opereer. Die eerste deel van die studie fokus op 'n literatuur-oorsig rondom opvolgbeplanning. Die oorsig beklemtoon weereens die behoefte aan meer indiepte navorsing rondom opvolgbeplanning binne die Suid-Afrikaanse konteks. Die literatuur vorm egter die basis en hoeksteen vir die res van die studie en die ontwikkelling van die oorsig-model vir mensebestuur soos uiteengesit in die tweede deel van die studie. Dit is duidelik uit hierdie navorsing dat die konsep van vermoëns, vermoëns-gebaseerde prestasie, en prestasie-potensiaal-bestuur 'n belangrike rol gaan speel in toekomstige opvolgbeplannings aksies binne maatskappye. Vanuit die verskillende komponente van die model is dit verder ook duidelik dat opvolgbeplanning 'n waardevolle en belangrike deel van strategiese beplanning moet vorm en dat die volle samewerking van almal in die proses betrokke sal verg ten einde dit doeltreffend en glad te laat verloop. Die model moet verder deel vorm van die totale proses van transformasie binne maatskappye ten einde wêreldklas standaarde te bereik.

Please refer to this item in SUNScholar by using the following persistent URL: http://hdl.handle.net/10019.1/51960
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