Implementing effective succession planning within a directorate of a provincial government department
| dc.contributor.advisor | Van der Westhuizen, H. C. | en_ZA |
| dc.contributor.author | Phathela, Buyisiwe Rinah | en_ZA |
| dc.date.accessioned | 2023-09-19T14:42:39Z | |
| dc.date.available | 2023-09-19T14:42:39Z | |
| dc.date.issued | 2022 | en_ZA |
| dc.description | Dissertation (MBA. (Business Administration ))--University of the Free State, 2022 | en_ZA |
| dc.description.abstract | This study looked at succession planning implemented within a directorate of a public service organisation. The focus was on selecting, retaining, and developing a high-potential talent pipeline to improve future leadership growth in the public sector. Succession planning is often rarely and, if so, poorly used in public sector organisations, mainly because the pre-selection of appointees is often looked down upon in the public sector. This study investigated employees’ perceptions of implementing succession planning efforts within a directorate in a Free State provincial government department and their effectiveness in grooming talent pipelines, talent management, and staff retention strategies. Using the census method, the researcher in this study obtained information directly from the people in charge of judging employee performance and figuring out what training they needed to improve in a directorate in the Free State provincial government department. The study used an in-depth semi-structured interview design. The interview questions were open-ended and covered all effective succession planning concerns. The “safety net” question was included to allow participants to add information they believed was vital to the study. This type of interview was meant to cover all areas of concern and give people a chance to say more about what they thought was vital in succession planning. The main contribution of this study is to help choose and train a pipeline of high-potential and talented people to help the public sector keep and grow its leaders in the future. The benefit relation for this study is on three levels: First, all public servants, including participants, will benefit if the department implements more effective succession planning. Second, to implement succession planning to retain highly skilled individuals to realise the directorate‘s mandate. Lastly, all government employees could benefit if the Department of Public Service and Administration, which is in charge of establishing norms and standards for all public service functions, could recommend implementing succession planning across all government departments in the country. The Directorate in the Free State provincial government department, which was the focus of this research study, asked for the study to be anonymous. | en_ZA |
| dc.identifier.uri | http://hdl.handle.net/11660/12217 | |
| dc.language.iso | en | en_ZA |
| dc.publisher | University of the Free State | en_ZA |
| dc.rights.holder | University of the Free State | en_ZA |
| dc.subject | Planning | en_ZA |
| dc.subject | the role of provincial government departments | en_ZA |
| dc.subject | talent pipeline | en_ZA |
| dc.subject | staff retention | en_ZA |
| dc.subject | succession planning practices | en_ZA |
| dc.subject | talent management framework | en_ZA |
| dc.title | Implementing effective succession planning within a directorate of a provincial government department | en_ZA |
| dc.type | Dissertation | en_ZA |
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