ST JOHN’S UNIVERSITY OF TANZANIA CHALLENGES FACING HUMAN RESOURCES SUCCESSION PLANNING IN TANZANIAN PUBLIC ORGANIZATIONS: “A CASE OF MWANZA CITY COUNCIL” JOHN PAUL CHANGAE A dissertation submitted in partial fulfilment of the requirements for the masters of business administration in human resources management at St John’s University of Tanzania Supervisor: Dr Philemon Sengati PhD 2014 COPYRIGHT STATEMENT No part of this dissertation may be produced, stored in any retrieval system or transmitted
HR Planning is an important component for an effective strategic Human Resource Management, it considers many areas and aims to reach the greatest fit between an organization employees and jobs in a way that prevent the shortage or surpluses of labor force. Most importantly, is that the process of HR planning would ensure an efficient meet of an organization overall strategy and objectives. One of the area that HR planning contains and plays a significant role in that process is the Succession Planning
SUCCESSION PLANNING Running a business is hard work. Most business owners find themselves too absorbed in the business to work on the longer term problems like planning for succession. The daily work needed to make a business successful leaves no time to plan for the ownership and management changes that will inevitably occur. Moreover, when planning for succession, a number of tough personal issues surface such as “What will I do when I retire?” These issues are often more complex when there are
Career planning is an essential facet of the successful operation of any industry or company. In particular, after the current owners Haifa and Nourah inherited the venture Al Nawaf from their father, they failed to incorporate proper career planning methodologies and instruments. However, Haifa is cognizant of the need to develop the career development program that will adhere to the Saudization concept. The goal of the planning program is to equip new employees with the ethos governing the firm
MERCK CAREER AND SUCCESSION PLANNING Succession planning is a process , an organization develops to fill each key role within the company by suitable employee. Through the succession planning process, company recruits “superior proved employees” and then guide them to develop their knowledge, skills, and abilities which eventually prepares them for advancement or promotion into ever more challenging roles. FACTS : Merck firmly believes that Succession planning must be carefully planned . Its aim
of study, which is the factors influencing the sustainability of the family business like small medium-sized enterprise in Malacca. The family businesses are the important part of the business which it contributes so much of strategic planning and succession planning to business. In meanwhile, the explanation is provided in the justification of the study and the scope of this research is also identified. Lastly, we also defined some element which contributes to sustainability of family business.
stakeholders. The action of all these stakeholders will have a direct or indirect impact on the success or failure of the business. Succession in Family business 1. First family succession plan, then the business succession plan: Family firm plan must be recognize and accommodate the needs, goals and objectives of the each individual in family. The family of succession plan has to be developed first as if the business plan is created in advance so it proves to be hard for the owner to organize the
Talent management represents an organization’s efforts to attract, develop, and retain skilled and valuable employees. Its goal is to have people with the capabilities and commitment needed for current and future organizational success. Effective planning of employees movement from one position to another within an organization will improve their performance and cost effective method of talent deployment that can become a key component of organization strategy. According to (Becker, Huselid, Ulrich
questions and makes conclusions in relation to the research objectives. The study also makes recommendation and suggestions for further research. 5.2 Discussions of Findings This section discusses findings and provides conclusions of the survey visualized by tables in chapter four by discussing the general results from each variable to provide insights into the findings. 5.2.1 Competency Planning Findings of the study indicate that competency planning had a positive and the highest influence of the four
employees were divided into three segments – 1. Young Leaders (Fresh Business Recruits), 2. Emerging leaders (Middle management), 3. Business Leaders (Top Management) This is just one type of segmentation based on the talent management perspective. Succession Planning is one of the focal aspect of talent management at Bharti Airtel. The performance of best and productive employees are constantly mapped and tracked and the high performers are retained in the company. Engaged and a happy employee: A right