Articles

Succession Planning Practices and Administrators’ Performance in Selected Government Aided Secondary Schools in Rakai District, Uganda

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This study examined the affiliation midst succession planning practices and administrators’ performance across Government aided Secondary educational schools in Rakai District. Specifically, this study sought to: examine the relationship between succession culture and administrators’ performance; analyze the relationship between bench building and administrators’ performance; analyze the relationship between talent development and administrators’ performance in selected Government-Aided Secondary Schools in Rakai District, Uganda. The study adopted a mixed-methods research approach employing a correlational research design. The study population comprised 121 teachers. A sample of 88 respondents was selected using simple random sampling technique. Data were collected using structured questionnaires and interview guides. The validity of the questionnaire was established through expert judgment, yielding a Content Validity Index (CVI) of 0.88, the reliability of the questionnaire was determined using Cronbach’s Alpha, with coefficients overall reliability coefficient of 0.844, demonstrating a high level of internal consistency. Quantitative data were analyzed using descriptive statistics and Pearson Product Moment Correlation, while qualitative data were analyzed using content analysis. The results revealed a moderate positive and statistically significant relationship between succession culture and administrators’ performance (r = .500, p = .000). The study further established a strong positive and statistically significant relationship between bench building and administrators’ performance (r = .749, p = .000). In addition, talent development demonstrated a moderate positive and statistically significant relationship with administrators’ performance (r = .487, p = .000). The findings indicate that succession planning practices consequently with bench building emerged as the strongest predictor of administrators’ performance. The study concluded that succession culture, bench building, and talent development are important determinants of administrators’ performance. This study recommends that the Ministry of Education and Sports, District Education Authorities, Boards of Governors, and school administrators institutionalize succession planning succession culture, establishing structured bench-building mechanisms, and investing in continuous talent development through mentoring, coaching, leadership training, and professional development programmes.

A Literature Review of Succession Planning and Talent Development for Underrepresented Groups in the Construction Industry

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This study examines the current state of research on succession planning, talent development, and diversity inclusion within the construction industry, with particular attention to underrepresented groups. The review synthesizes scholarly and industry literature that highlights the strategic importance of succession planning and talent development for organizational sustainability, leadership continuity, and workforce competitiveness. Existing studies emphasize the need to integrate diversity and inclusion initiatives with business and human resource strategies to strengthen leadership pipelines and organizational performance. However, the literature reveals a significant gap in research addressing the development, advancement, and succession planning of minority and underrepresented populations within construction organizations. Findings indicate that succession planning practices in the construction sector remain inconsistent and lack widely accepted standards, while labor shortages and an aging workforce continue to challenge industry sustainability. The review further explores diversity management through the lens of dynamic capabilities theory, identifying mentoring, networking, internship, and career-track succession programs as critical mechanisms for improving workforce diversity and inclusion. The chapter concludes that construction organizations must adopt systematic, diversity-focused succession planning frameworks and establish measurable diversity indicators to evaluate progress toward equitable leadership development. Additional research is needed to better understand and address barriers affecting the advancement of underrepresented groups in the construction industry.

Proposed Succession Planning for Next-Generation Family Business: A Study of PT X

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This extensive study, “Proposed Succession Planning for Next-Generation Family Business: A Study of PT X,” examines the crucial process of succession planning in family-owned businesses. Given their importance to the global economy, this study examines the complex process of passing leadership and management from one generation to the next in family businesses. The report underlines the importance of succession planning in ensuring family businesses survive the following generation. The qualitative study uses semi-structured interviews and extensive secondary data analysis. This method allows a thorough analysis of family business owners’ perspectives, revealing succession planning’s complexities. The sample for this research consists of 19 respondents taken by using purposive sampling method. This study identified many important family business succession challenges. Generation gap, communication challenges, and credibility issues affect succession planning. The generation gap exacerbates differences in viewpoints and business methods between generations, making it difficult to align business goals and plans. Management and generational differences can aggravate communication gaps, leading to family business misunderstandings and conflicts. The lack of trust and respect between the founder and the successor creates a credibility gap that hinders leadership transition and economic ties. The article emphasizes the importance of conducting a thorough succession planning approach to close these gaps. This emphasizes the importance of addressing these issues for a smooth leadership transfer and the family business’s continued profitability and growth. To sustain family values and lead the organization to success, successors must be properly prepared. The paper highlights four important phases in succession process: process initiation, successor education, selection, and intergenerational transfer. Planning and execution are essential at every stage. Proactive planning is emphasized in the process initiation stage of retirement and transition planning. Successor education gives successors the knowledge and abilities they need to manage. To ensure the best fit with the business’s future goals, successor selection requires careful consideration of several factors. Final phase of intergenerational transfer focuses on management and ownership transfer. This stage requires careful preparation to maintain the business’s core beliefs and strategy. The survey found that family business succession planning is a continuous process. Evaluation must include family dynamics, company goals, and possible successors’ qualities. A well-organized and rigorous succession planning framework is essential for handling these complexities, ensuring the company’s long-term profitability, and preserving family unity. Overall, this research improves family business succession planning understanding. This resource offers unique viewpoints and effective ideas for family businesses in developing markets like Indonesia. This study underlines the need for a thorough succession planning strategy that accounts for family-owned business challenges and benefits. Thus, it is valuable for business owners, successors, and students studying family business succession dynamics.