SUCCESSION PLANNING

Succession planning is an effective tool to enhance organisational sustainability and identify future leaders in Oman

Table of Contents

Introduction4

Succession Planning4

Oman5

Omanisation6

Mentoring & Coaching6

Literature review:6

Aims & objectives:7

Discussion8

Brief Overview of Research Methodology9

Research Design10

Research Question10

Research Hypothesis10

Limitations of this Research10

Population and Sampling11

Research Instrument11

FINDINGS11

CONCLUSION14

Future Research Recommendation15

References16

APPENDICES18

APPENDIX - A18

APPENDIX - B19

APPENDIX-C20

ABSTRACT

Succession planning is a vital and an undeniable part of the job of leaders of the organisation. This study aims to provide a thorough understanding of the concept and explores how it can be an effective tool of the management for enhancing growth and ensuring future growth sustainability. This study investigates the current implementation of Succession planning in Oman. With the inception of 'Omanisation', a great change in the economic environment has been observed. This change opens the doors for investigation in order to measure, evaluate and ensure the sustainable growth. This research was conducted to high light effectiveness of succession planning; identify the tools for development of future leaders and persisting problems in Oman. Research found out that most of the leaders are aware of and are applying succession planning in their organisations in an informal way so that they can not be in hot water at the time of sudden departure or resignation of a key employee.

Succession Planning is an Effective Tool to Enhance Organisational Sustainability and Identify Future Leaders in Oman

Introduction

Succession Planning

Failing to plan is planning to fail

Succession Planning is one of the key areas of Management where identification, analysis and programming for development of future business leaders are taken place. Succession planning performs the plugging in dexterity and making them competent. It is like a contingency planning which works as a back up arrangement for sudden departure or replacement of any key employee. “It includes processes such as how the organization identifies and recruit successors, how it manages transitions from one executive to another and how it develops successors” (Wilkerson, 2007, p-1). It enables management to work smoothly, ensures permanence of business and facilitates to functions properly without any impediments and hassles in case of departure of an employee of leading position.

The planning works out efficiently through training, development and systemic planning. On the whole; performance of employees increases by acquiring knowledge and skills. It is necessary to identify high performers who are ready to enter into key roles of the key positions. A systematic approach must be set up for identification, nomination and selection of the potential successor. The development takes place through role playing, coaching, class room training, projects, assignments, business games, job rotations, case studies and seminars (Byars, Rue. 2004. pp - 3-10). Their performance is measured and evaluated accordingly hence formulation or necessary adjustments in the plan are made as per requirements since succession plan is a tailored made tool of management for predictive planning. Succession planning ultimately paves ways for organizational development. The human resource management generally develops a succession plan or a succession schedule (Byars, Rue. 2004. Pp. 3-10), however, Mahler proposed that succession planning is the most crucial strategic level activity; therefore chief executive does not delegate ...