Manpower and succession planning needs within a major industrial and commercial group in South Africa
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Date
1976-01
Authors
Helsdon, William Richard
Journal Title
Journal ISSN
Volume Title
Publisher
University of the Free State
Abstract
This dissertation analyses a major industrial and
commercial group in South Africa in relation to
its activities and level of performance in the fields
of Manpower and Succession Planning.
The first aspect dealt with, is the history of the
group, commencing from its incorporation in the
country as a single company, and tracing its growth
from this point to its present state as a multi-company,
multi-divisional group, manufacturing and
marketing a wide range of products. Certain causes
of problems identified are shown to have their sources
in the manning and administratibn of companies taken
over during the growth period, which up to the present·
has covered some seven years.
The next focus of attention is aimed at the present
activities of the group largely with regard to Manpower
and Succession Planning, and the existing systems
policies and procedures followed together with an indication
of the persons within the organisation at
present responsible for carrying out there existing
activities.
The comment given discusses the operations down to
divisional level, and shows what information systems,
tuition support programmes etc., are in existence in
the group, and the nature and level of inter-divisional
liaison in Manpower and Succession Planning.
The normative theory is then investigated, in an attempt
to identify a satisfactory approach to a theoretical
solution for problems thought to be facing the group.
The normative theory covers aspects of Manpower Planning,
Manpower Programming, Inventory Compilation,
Information systems, Training and Development, Career
Planning, Management by Objectives, Performance Standards
and Performance Appraisal.
Consideration is given to the underlying needs for
these activities, and their basic roles as component
parts of a successful Manpower and Succession Planning
System. In addition some thought is given to Ethnic
Consideration, since it is felt that it will be essential
in the medium term future, and from then as an ongoing
process, to make provision for similar planning
and programming systems for the use, deployment, control
and training of black labour.
A comparison is made between the normative theory
approach proposed, and the activities and operations
curLently being performed under the existing situation
in the group as identified previously. Areas of poor
performance against theory have been recognized in
relation to both group and divisional performance,
and areas of required activities where no action is
being taken have been identified also.
Finally, recommendations, based on the deficiency
situation found, have been made, to indicate a course
of action for the group to follow, and systems and
procedures have been put forward for the group to
follow covering the introduction of and manning for
an overall Manpower and Succession Planning System,
together with proposals for certain corrected and
extended activities at divisional level. In addition
some attempt has been made to demonstrate possible
costs and financial benefits which could be expected
as a result of the introduction of the recommendations.
Description
Keywords
Manpower development, Management succession plan, Manufacturing, Succession planning, Dissertation (M.Com. (Business Leadership))--University of the Free State, 1976