Record:   Prev Next
作者 Romejko, Mark A
書名 Key characteristics of a succession planning program at a government research center
國際標準書號 9780549427063
book jacket
說明 205 p
附註 Source: Dissertation Abstracts International, Volume: 69-01, Section: A, page: 0288
Adviser: Laura Hyatt
Thesis (Ed.D.)--Pepperdine University, 2008
As the workforce in the United States begins to age and members of the Baby Boom generation retire, organizations in both the private and public/governmental sectors will begin to experience shortages of senior employees and managers. Government research organizations must be especially concerned about this trend as they employ a highly specialized cadre of personnel that are often difficult to replace
It will be essential to ensure the uninterrupted leadership of these unique institutions as they provide one-of-a-kind services and products. As these institutions begin to recognize the need to protect the future of their organization's leadership, many are adopting proactive strategies, such as succession planning, to ascertain that the key positions within their organizations will be competently staffed
The purpose of this study was to determine the key characteristics of a succession-planning program at a government research center. By identifying and compiling these key characteristics, other organizations can use them to create or modify succession-planning programs for use within their respective organizations
This effort was a qualitative study that employed the use of phenomenology and data collected through interviews. The collected data were reduced using content analysis and aggregated to produce the key characteristics of succession planning at a government research center. In addition, literature concerning succession planning was reviewed, analyzed, and summarized
The findings of the study suggested a group of characteristics that should be used to create the framework for a succession plan at a government research center. These characteristics were grouped into 2 categories: Institutional and Employee. The institutional characteristics that were identified were the creation and maintenance of a talent pool, the requirement to ensure that the program is held to ethical standards, and the desire to instill some measure of flexibility into an inherently bureaucratic and inflexible system
The employee characteristics that were identified were to ensure a comprehensive program for the career development for each participant, which included career planning, mentoring, and training. Finally, participants cited the need to ensure that the program includes an overarching vision that is forward looking and in alignment with the goals and strategies of the overall organization
School code: 6009
DDC
Host Item Dissertation Abstracts International 69-01A
主題 Business Administration, Management
Political Science, Public Administration
0454
0617
Alt Author Pepperdine University. Education
Record:   Prev Next