Succession Planning in Malaysian Institution of Higher Education

Abstract

<p class="MsoNormal" style="margin: 0cm 0cm 4pt; line-height: 12pt; mso-line-height-rule: exactly; mso-pagination: widow-orphan;"><span style="font-size: 10pt; mso-font-kerning: 0pt; mso-fareast-language: EN-US;" lang="EN-US"><span style="font-family: Times New Roman;">Succession planning has not been a distinct initiative undertaken by educational organisation in their strategic planning. The former has been clearly established in several high profile profit organisations to ensure smooth transition of leadership in their respective department.<span style="mso-spacerun: yes;"> </span>From several literatures, proponents of strategic planning have called for non-profit organisations to seriously consider succession planning as an indispensable initiative. This is because it promotes a clear vision of shared values, personnel efficiency and effectiveness and institutional credibility. Therefore, it has to be undertaken by the educational organisation as it promotes positive outlook within. Subsequently, it acts to provide motivational booster for the workers as in talent pooling, customers’ satisfaction due to institutional effectiveness and the organisation competent management at large. This paper explores the importance of succession planning on the sustainability of the educational organisation. It also attempts to put into perspective how succession planning transcends these effects on the performance of academicians, students and the organisation stability.</span></span></p

A Review on Competency-Based Succession Planning at Higher Education Institution in Malaysia

“…Having effective succession planning in place can significantly reduce the risk operational instability and organization performance during leadership transition, particularly when it comes to strategic issues in education, as far as appointing the rightful candidate to hold academic manager positions is concerned. This usually happens at the end of tenure, long absence, or appointment vacancy (Abdullah et al, 2009). Hence, succession planning helps in ensuring an organisation's long-term viability.…”

“…Hence, succession planning helps in ensuring an organisation's long-term viability. Several studies were performed on the practices, strategies, and effectiveness of succession planning implementation in HEIs (Abdullah et al, 2009;Ahmad et al, 2018;Ahmad, Ming, et al, 2020;Bano, 2018;Chia & Ghavifekr, 2019;Ishak & Kamil, 2016).…”

The Impact of HEIs Policies on the Quality of Education: The Mediating Role of Faculty Motivation

“…Continuous endurance of an organization depends upon the right people in the right place at the right time to do the right things (William J. Rothwell, 2010Rothwell, , 2005)Though it is difficult to implement succession planning in academia, but there is hope that the people who are devising the Human Resource planning strategies need to work hard in order to minimize the availability and requirement gap and that analysis help the organization to develop more effective strategies for succession planning which will be according to the need of the educational organization (Clunies,2007, cited in Abdullah, 2009). Succession planning can provide an organization with a blueprint for sustainability that will help it thrive far into the foreseeable future [12].…”

The Relationship between Separation and Performance Management System of Academics in Nigerian Universities: The Mediating Effect of e-HRM

“…Similarly, [19] recognized that employee separation is paramount to PMS. Correspondingly, it has been argued that employee separation and performance management are in many instances complimentary to one another [20,21,22]. But nonetheless, this result to some extent in contradicts the findings of [23], who found that relationship between employee separation and PMS are as much conflicting as they are complimentary.…”