Abstract

A SUGGESTED MODEL FOR SUCCESSION PLANNING / CASE STUDY IN THE IRAQ MEDICAL CITY

Atheer Tahseen Ali, Prof. Dr. Ghani D. Al –Zubaidi

Volume: 10 Issue: 3 2020

Abstract:

This research aims to build a suggested model for succession planning for the purpose of preparing candidates for leadership positions and main jobs and building future leaders . the importance of this research is that it is one of the scarce Arab and Iraqi studies and research in this field, as it is one of the first researches that deals with a suggested model for succession planning to fittings the environment of Iraqi organizations . The research problem was represented by the absence of succession planning programs and the weak preparation of suitable candidates as replacements for the current leaders who occupy the leading and main positions in the Medical City Department, as the research sample included all department managers in the Iraq Medical City Department / General Administration , whose number is (8) eight department directors, and who have nominated (29) twenty-nine candidates for the succession planning program to fill the Administrative positions In the event of a vacancy in the future , and the researcher has adopted a case study method Because it collects more than one research method at one time, Data and information were collected using a succession planning model based on the matrix (traits - performance), in addition to questions of personal interviews and observations during field coexistence and official documents obtained during field visits to the organization, and the researcher depend the arithmetic mean and the percentage for solving Candidates data, and Most prominent results the findings of the researcher is the possibility of applying the suggested model for succession planning in the Iraq Medical City Department / General Administration

DOI: http://doi.org/10.37648/ijrssh.v10i03.028

Back Download

References

• 1Adewale, O. O., Abolaji, A. J., & Kolade, O. J. (2011), 'Succession planning and organizational survival: Empirical study on Nigerian private tertiary institutions' , Serbian Journal of Management, 6(2), 231-246.
• Armstrong, M. (2012), Armstrong's handbook of human resource management practice.12th Edition, Kogan Page, Philadelphia .
• Al-Samman, Eyad (2012), 'Succession Planning: Should it Focus Only on the Top Level of Management or Should it be Expanded to the Middle Level of Management as Well?', Master’s Thesis in Business Administration, Open University Malaysia (OUM).
• Barnett, R., & Davis, S. (2008), 'Creating greater success in succession planning. Advances in developing human resources', 10(5), 721-739.
• Collins, S. K., & Collins, K. S. (2007),'Changing workforce demographics necessitates succession planning in health care', The health care manager, 26(4), 318-325.
• Dauda, A. (2013), 'Business continuity and challenge of succession in Nigeria: What happens when the CEO leaves', Journal of Business and Management, 8(4), 59-65.
• Durst, Susanne &Wilhelm , Stefan (2012), 'knowledge management and succession planning in SMEs' , journal of knowledge management ,vol. 16 issue:4 , pp.637-649.
• Dyck, B., Mauws, M., Starke, F.A. and Mischke, G.A. (2002), 'Passing the baton: the importance of sequence, timing, technique and communication in executive succession', Journal of Business Venturing, Vol. 17 No. 2, pp. 143-62.
• Folkers, D. R. (2008), 'Succession planning and management in Nebraska state government: Perceptions, experiences, and barriers',A Dissertation Presented in Partial Fulfillment of the Requirements for the Degree Doctor of management in organaizational leadership , University of Phoenix.
• Galbraith, Q., Smith, S. D., & Walker, B. (2011), 'A case for succession planning: How academic libraries are responding to the need to prepare future leaders', Library management, 33(4/5), 221-240.
• Helton, K. A., & Jackson, R. D. (2007), 'Navigating Pennsylvania's dynamic workforce: Succession planning in a complex environment', Public Personnel Management, 36(4), 335-347.
• Hickey, Will. (2002), 'A Survey of MNC Succession Planning Effectiviness in China', Performance Improvement Quarterly, 15(4), 5-22.
• Lindenhall, I., & Hammoura, S. (2015), 'Becoming a'high potential'by developing high potential talents: How firms in Sweden employ succession planning and talent management to retain Millennials', Master’s Thesis in Business Administration, Jönköping International Business School , Jönköping University .
• Mondy, R., & Martocchio, J. J. (2016), Human resource management . 14th Edition, Global Edition, Pearson.
• Noe, R. A., Hollenbeck, J. R., Gerhart, B. A., & Wright, P. M. (2018). Fundamentals of human resource management.7 th Edition , McGraw-Hill Education, New York .
• Romanowski , Dallas(2016), Performance Culture - Drive Profits & Create a Great Workplace , Create Space Independent Publishing Platform ,California.
• Sambrook, S. (2005), 'Exploring succession planning in small, growing firms. Journal of small business and enterprise development', 12(4), 579-594.
• Schmalzried, H., & Fallon, L. F. (2007), Succession planning for local health department top executives: reducing risk to communities. Journal of Community Health, 32(3), 169-180.
• Seymour, S.(2008),'Boost your business value with succession planning', Human resource management international digest,16(4), 3-5 .