According to systems thinking, change in one area of the system affects other areas as well. Perceiving the succession process through systems thinking paradigm requires the integration of the other subsystems within the organization. Succession planning is a process that includes strategic and financial planning, and preparation of successors. In other words, factors such as organizational strategy, culture, change management, and political and economic environment will all affect the succession process Mandi, Therefore, succession planning requires a systematic effort within the organization to identify, develop, and retain potential leaders Abasi-Harafte, Our current laws and regulations are related to replacement plans rather than succession planning and are not incorporated into the strategic planning of organizations.
These issues, as well as the lack of a holistic systems thinking, have hindered the implementation of succession planning in the Iranian health system. Succession planning must map the career path of employees, That is, the process must specify the skills and capabilities required for the occupation of higher positions in the organization. The rules and regulations support the use of career paths, but our findings indicate that it has not received enough attention in practice. It must be noted that high-performing physicians are not necessarily good leaders. Managers must know that outstanding clinical performance does not guarantee high leadership potential.
In a study in the US pharmacy schools, many of the interviewees felt that succession planning makes it possible for faculty members to occupy certain positions on temporary basis Van-Amburgh et al. Career path is an important issue in the Iranian laws and was underlined by the participants in the present research.
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Metz argues that the succession planning process should be designed in such a way as to identify interested and competent candidates and appoint them to managerial positions through the career path Metz, Promotion within an organization has been supported by other studies. Organizations that focus on promoting internal candidates are reported to have higher financial returns Aitchison, ; S.
Collins, ; Dean et al. Various studies have shown that internal candidates selected and developed through the career paths are more likely to succeed and have higher efficiency than those employed from external pools Blouin, McDonagh et al. However, we found that the Iranian health system lacks a career path system for selecting managers.
Studies have shown that evaluation of internal employees can be used to identify and develop potential candidates for management positions Blouin, McDonagh et al. Collins, ; Fruth, ; Kim, In spite of the great emphasis placed on the importance of evaluation of employees, our findings suggest that there is a lack of a scientific and professional system for evaluating managers. According to Rothwell, managers do not agree to the implementation of a plan unless they realize its benefits or see its short-term outcomes Rothwell, Wackerle claims that senior executives may act as immovable obstacles on the way of potential successors, thus discouraging qualified candidates and damaging valuable talents Abasi-Harafte, In our study, the participants argued that managers are concerned about their position being jeopardized by succession planning.
Our findings suggest a lack of succession planning in the Iranian health system and show that even the simple replacement plan is not well implemented. Beyers concluded from the interviews that succession planning is a complex process that needs to be customized by organizations. He noted that its application in healthcare is largely driven by staff turnover and the realization that commitment and loyalty are valuable assets in an organization Beyers, A contextualized employee development plan can remove the barriers to the implementation of succession planning.
Our study revealed that certain irrelevant factors, such as personal preferences of employers play a crucial role in selecting and appointing candidates. If the current senior managers have gone through an extensive succession planning and promoted through a well-defined career path, they will no longer believe that their position is in jeopardy. The prevailing uncertainty in the promotion of individuals to higher management positions, which is due to a lack of a systematic performance appraisal system, has hindered the institutionalization of succession planning. We recommend that future research focus on identifying the barriers to implementation of succession planning.
The researchers express their gratitude to all the people who contributed to the study. What is the current condition of succession planning in the organization? Are there any similar plans? List the strengths, weaknesses, opportunities, and threats associated with succession planning. How does the existing organizational culture affect the implementation of succession planning?
What competencies, skills, and characteristics do potential candidates need to possess?
What is your idea about the role of physicians and faculty members as potential candidates for key management positions in Ministry of Health and Medical Education? National Center for Biotechnology Information , U. Glob J Health Sci. Published online May Author information Article notes Copyright and License information Disclaimer.
Tel: E-mail: moc. Received Apr 12; Accepted May This article has been cited by other articles in PMC. Abstract Background: Succession planning promotes the culture of private ownership, staff loyalty to the organization and develops organizational commitment, and increases organizational stability. Methods: In a qualitative study with a framework analysis approach, semi-structured interviews were conducted with a sample selected using purposive and snowball sampling procedure. Results: Fourteen themes and six main subthemes were identified, including planning, organizational culture, system approach, competency model, career path, and senior managers.
Conclusion: lack of succession planning could lead to inefficiency and ineffectiveness in health services provision. Keywords: succession planning, health management, health system, public health, Iran. Introduction Today, most organizations have a system in place to ensure leadership continuity in key positions, retain and develop intellectual and knowledge capital for the future, and encourage individual advancement Rothwell, Materials and Methods The present qualitative study used the conceptual framework of succession planning developed by Mandi Results All the participants were male.
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Table 1 Identified codes and themes. Open in a separate window. Conclusion Our findings suggest a lack of succession planning in the Iranian health system and show that even the simple replacement plan is not well implemented. Appendix Interview Questions What is the current condition of succession planning in the organization? What are the advantages and disadvantages of succession planning? What role do senior managers play in facilitating or hindering succession plans? How can potential successors be identified and evaluated? How can political or ideological orientations affect succession planning?
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