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)
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