The factors affecting the implementation of succession planning in the Ministry of Health and Social Services (MOHSS), Namibia

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dc.contributor.authorShatilwe, Joyce T.
dc.contributor.authorAmukugo, Hans J.
dc.date.accessioned2017-03-23T13:47:02Z
dc.date.available2017-03-23T13:47:02Z
dc.date.issued2016
dc.description.abstractThe aim of the study was to investigate the factors affecting the implementation of succession planning in the Ministry of Health and Social Services (MoHSS) in Namibia. Three objectives were set for achieving the aim of study, namely, to determine the factors that have an impact on the implementation of a succession planning programme in the MoHSS; to investigate the human resources management; to investigate the involvement of human resources in recruitment, selection and placement for key posts; and to determine how middle managers are groomed for their management positions. This exploratory study adopted a quantitative descriptive approach, based on data collected using a survey questionnaire. The sampling frame was set at 110 respondents and all questionnaires were completed and returned within a three-week time frame. Data was analysed by means of statistical analysis using Microsoft software and presented in the form of descriptive statistics. The study found that several factors affect the implementation of succession planning in the MoHSS. These factors include leaders being reluctant to take on succession planning; leaders assuming that succession planning do not form part of their work; inadequate information on succession planning; excessive cost/lack of resources; recruitment and replacement; a lack of clear assessment criteria and difficulties associated with internal resistance to change. Given the survey findings, this study recommends that the MoHSS should create greater awareness of succession planning amongst its employees, particularly supervisors and high-level managers. Given the complexity of succession planning, the MoHSS needs to provide increased and clear information on how succession planning should be implemented. Policy documents should be developed to help both managers of human resources (HR) and high-level managers to implement succession planning. In particular, performance assessment criteria should be clear and the MoHSS should consider implementing a performance appraisal system.en_US
dc.identifier.citationShatilwe, J.T., & Amukugo, H.J. (2016). The factors affecting the implementation of succession planning in the Ministry of Health and Social Services (MOHSS), Namibia. European Journal of Pharmaceutical and Medical Research, 3(7), 97-109.en_US
dc.identifier.urihttp://hdl.handle.net/11070/1985
dc.language.isoenen_US
dc.source.urihttp://www.ejpmr.com/home/abstract_id/1213en_US
dc.subjectSuccession planningen_US
dc.subjectImplementationen_US
dc.titleThe factors affecting the implementation of succession planning in the Ministry of Health and Social Services (MOHSS), Namibiaen_US
dc.typeArticleen_US
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