Volume 12, Issue 1, November 2014, Pages 232–247
Jackson M.E. Muhoho1
1 Assistant Lecturer, Community development training institute-Tengeru, Tanzania
Original language: English
Copyright © 2014 ISSR Journals. This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
This paper aimed at assessing factors affecting human resource succession planning in Tanzania public and private organizations. The study aimed at finding answers to the following four objectives ;assessment of extent of human resources succession planning activities in Tanzania's work organizations; examining of the challenges facing human resources succession planning in the Tanzania work organizations; assessment of the positive factors influencing human resources succession planning in Tanzania work organizations; and looking at strategies used for enhancing the application of human resource succession planning in Tanzania work organizations. The study employed a sample of 60 respondents upon whom questionnaire, key informants, focus group discussions (FGDs) as well as documentary reviews were administered. Random, clustered and stratified sampling techniques were used to build a viable sample from the target population. The data collected were analyzed through excel and SPSS tools. Study findings indicate that majority of the respondents did not have knowledge on the concept of human resource succession planning and how it works in their organizations. Few organizations surveyed conducted succession planning but how effective and regularly done in the organizations remained questionable. Conclusively, the study findings both showed and recommended that human resource succession planning played an important role for the organization development and therefore ,driven by top management commitment and consistent purposive continuous training programs ,attracting and recruiting potentially capable employees, Effective strategic leadership, management development and improving budget were among the strategies identified to be suitable for enhancing effective human resource succession planning in the surveyed organizations.
Author Keywords: succession planning, human resource development, management development, strategic leadership.
Jackson M.E. Muhoho1
1 Assistant Lecturer, Community development training institute-Tengeru, Tanzania
Original language: English
Copyright © 2014 ISSR Journals. This is an open access article distributed under the Creative Commons Attribution License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
Abstract
This paper aimed at assessing factors affecting human resource succession planning in Tanzania public and private organizations. The study aimed at finding answers to the following four objectives ;assessment of extent of human resources succession planning activities in Tanzania's work organizations; examining of the challenges facing human resources succession planning in the Tanzania work organizations; assessment of the positive factors influencing human resources succession planning in Tanzania work organizations; and looking at strategies used for enhancing the application of human resource succession planning in Tanzania work organizations. The study employed a sample of 60 respondents upon whom questionnaire, key informants, focus group discussions (FGDs) as well as documentary reviews were administered. Random, clustered and stratified sampling techniques were used to build a viable sample from the target population. The data collected were analyzed through excel and SPSS tools. Study findings indicate that majority of the respondents did not have knowledge on the concept of human resource succession planning and how it works in their organizations. Few organizations surveyed conducted succession planning but how effective and regularly done in the organizations remained questionable. Conclusively, the study findings both showed and recommended that human resource succession planning played an important role for the organization development and therefore ,driven by top management commitment and consistent purposive continuous training programs ,attracting and recruiting potentially capable employees, Effective strategic leadership, management development and improving budget were among the strategies identified to be suitable for enhancing effective human resource succession planning in the surveyed organizations.
Author Keywords: succession planning, human resource development, management development, strategic leadership.
How to Cite this Article
Jackson M.E. Muhoho, “Challenges facing human resources succession planning in Tanzania's work organizations: The case of public and private work organisations based in Dar es salaam region,” International Journal of Innovation and Scientific Research, vol. 12, no. 1, pp. 232–247, November 2014.
