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Relevant bibliographies by topics / Succession planning

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Academic literature on the topic 'Succession planning'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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Journal articles on the topic "Succession planning"

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Collins, Sandra K., Richard C. McKinnies, Eric Matthews, and Kevin S. Collins. "Succession Planning." Health Care Manager 32, no. 3 (2013): 233–38. http://dx.doi.org/10.1097/hcm.0b013e31829d7386.

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Tolstoy, Leo. "Succession planning." Planning Review 14, no. 3 (1986): 47. http://dx.doi.org/10.1108/eb054148.

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Garman, Andrew N., and Jeremy Glawe. "Succession planning." Consulting Psychology Journal: Practice and Research 56, no. 2 (2004): 119–28. http://dx.doi.org/10.1037/1061-4087.56.2.119.

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Francis, Barton. "Succession Planning." Journal of Wealth Management 3, no. 1 (2000): 13–24. http://dx.doi.org/10.3905/jwm.2000.320375.

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Land, Trudy. "Succession Planning." Frontiers of Health Services Management 36, no. 4 (2020): 1–2. http://dx.doi.org/10.1097/hap.0000000000000086.

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Collins, Sandra K. "Succession Planning." Health Care Manager 28, no. 3 (2009): 258–63. http://dx.doi.org/10.1097/hcm.0b013e3181b3eb0e.

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Bratcher, Perry. "Succession Planning." Journal of New Librarianship 3, no. 1 (2018): 97–100. http://dx.doi.org/10.21173/newlibs/4/19.

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Poole, Katy. "Succession planning." Optician 267, no. 6891 (2023): 22. http://dx.doi.org/10.12968/opti.2023.267.6891.22.

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Evans, Joan H. "Succession Planning." Oncology Issues 24, no. 2 (2009): 22–27. http://dx.doi.org/10.1080/10463356.2009.11883426.

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Coughlin, Christine, and Patricia Hogan. "Succession planning." Nursing Management (Springhouse) 39, no. 11 (2008): 40–46. http://dx.doi.org/10.1097/01.numa.0000340818.06024.3e.

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Dissertations / Theses on the topic "Succession planning"

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Hobson, Nicole DeJarnett Beyerlein Michael Martin. "Succession planning and situational engagement." [Denton, Tex.] : University of North Texas, 2007. http://digital.library.unt.edu/permalink/meta-dc-5168.

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Hobson, Nicole DeJarnett. "Succession Planning and Situational Engagement." Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc5168/.

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Succession planning is the creation of a pool of high potential employees that receive specific training and developmental opportunities with the intention of promotion. There is a definite need to deepen our understanding of what implications there are from a psychological point of view for employees when a major process like succession planning is implemented. Employee engagement is the experienced commitment, which leads to discretionary effort. The purpose of this research is to explore an underlying factor structure for engagement drivers and understand how a major organizational initiati

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Tingling, Janet. "Hospital Executive Succession Planning Strategies." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4948.

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Approximately 50% of New York City hospitals lack succession planning as baby boomers transition out of the workforce into retirement. The potential loss of knowledge capital could affect leadership development and corporate stability. Guided by the transformational leadership theory, the purpose of this single site case study was to explore successful strategies executive-level leaders used to facilitate succession planning within their hospital. Three hospital executive-level leaders from a single site location participated in a semistructured face-to-face interview and provided data that as

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Boykins, Regenia R. "Nonprofit Leaders' Strategies for Succession Planning." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6525.

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Many nonprofit organizations lack systematic approaches to succession planning. The absence of a strategic succession plan can limit leaders' abilities to maintain organizational sustainability and fulfill the organization's mission. The purpose of this single-case study was to explore strategies nonprofit leaders used to develop succession plans. The conceptual framework for the study was the knowledge transfer theory. Participants included 3 nonprofit leaders from an educational organization in the southeastern United States. Data were collected through semistructured interviews and analysis

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Chesley, Daisy. "Succession Planning in Family-Owned Businesses." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3554.

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Many family-owned businesses lack strategies regarding succession planning. Succession planning is a company's way of embracing the future. The majority of U.S.-based family-owned businesses do not survive to the second generation, and only 3% of family-owned businesses make it past a third generation. This descriptive case study explored strategies that 4 leaders of a family-owned financial business in the Washington, DC area use to prepare future generations to assume leadership roles in their company. The theory of family systems and the theory of organizational and business development wer

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Aleem, Majid, and Md Shariful Islam. "Successful Succession in Family Businesses : Individual Level Factors and Succession Planning Models." Thesis, Jönköping University, JIBS, Business Administration, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-9326.

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<p>Individual level factors related to the successor have a central role to play in the succession process of the business. When these factors are viewed in relation to succession planning models, these factors have a direct relation to the succession models in terms of success or failure of the succession process. The major contributing factor to the success or failure of the succession process is that of the leadership provided to the organization by the predecessor. These leadership qualities change from one form to another during different phases of the succession planning models.</p>

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Whitmore, Melissa A. "Success through succession : implementing succession planning at the Texas Department of Insurance /." View online, 2006. http://ecommons.txstate.edu/arp/185/.

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Fox, Roderick Charles. "Successful implementation of succession planning: second generation." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1012445.

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Family businesses are prevalent in South Africa and throughout the world. Succession is one of the largest challenges facing family businesses. It has been estimated that only one third of family businesses survive to the second generation. This study attempts to determine what the main features are to promote successful family business succession and continuity. The family chosen for this research is the Venter family. The research has scaled the various influencing variables from the literature review into the following focus areas: relationships, conflict, vision, effective succession chara

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Javed, Basit, and Muhammad Jaffar. "Impact of Succession Planning on Employee Retention." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-43902.

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The rise in the employee turnover rates is increasing the concerns amongst the organizations in retaining the employees in the workplace. The higher turnover rates are threatening the business capability in earning higher profits. Grounded by the leadership and motivational theories, the following study aims explore that how the succession planning strategies could help in retaining the employees in the organization. Swedish organizations are chosen as the area of the study. In order to fulfill the purpose of the research, the data has been gathered from primary and secondary tools. The second

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Martin, Christina. "Succession Planning and Development of Nurse Leaders." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5900.

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Health care organizations can provide comprehensive, formal learning opportunities to develop nurse leaders for advanced leadership roles. The purpose of this doctoral project was to create an evidence-based nursing leadership academy focused on development of advanced leadership skills and competencies to cultivate frontline and midlevel nurse leaders for executive nursing and health care leadership positions. The practice-focused question addressed how an advanced nursing leadership education program would affect the knowledge level and competencies of nurse leader participants. The American

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Books on the topic "Succession planning"

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Gordon, Pamela A., and Julie A. Overbey, eds. Succession Planning. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-72532-1.

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Institute, Pennsylvania Bar, ed. Business succession planning. Pennsylvania Bar Institute, 2006.

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Mattone, John. Powerful succession planning. American Management Association, 2013.

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Riebesell, H. F. Business succession planning. Data Trace Pub., 2008.

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Henson, Joshua D., ed. Biblical Succession Planning. Springer Nature Switzerland, 2025. https://doi.org/10.1007/978-3-031-74710-6.

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Institute, Pennsylvania Bar, ed. Planning for business succession. Pennsylvania Bar Institute, 1992.

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Institute, Pennsylvania Bar. Succession planning for attorneys. Pennsylvania Bar Institute, 2011.

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Grau, David. Succession Planning for Financial Advisors. John Wiley & Sons, Inc., 2014. http://dx.doi.org/10.1002/9781118866528.

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Society for Human Resource Management (U.S.), ed. 2006 succession planning: Survey report. Society for Human Resource Management, 2006.

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Prisciotta, Daniel A. Business succession planning: Seminar material. New Jersey Institute for Continuing Legal Education, 1994.

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Book chapters on the topic "Succession planning"

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Koeberle-Schmid, Alexander, and Jens Escher. "Succession Planning." In The Family Office. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-99085-9_6.

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Hildebrand, Ulrike. "Succession Planning." In Dos and Don’ts in Human Resources Management. Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-662-43553-3_26.

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Opute, John E. "Succession Planning." In HRM in Africa. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-47128-6_5.

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Chun, Julia, Tyler Tingley, and William Lidwell. "Succession Planning." In The Elements of Education for School Leaders. Routledge, 2022. http://dx.doi.org/10.4324/9780429321641-47.

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Cappelli, Peter. "Succession planning." In APA handbook of industrial and organizational psychology, Vol 3: Maintaining, expanding, and contracting the organization. American Psychological Association, 2011. http://dx.doi.org/10.1037/12171-019.

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Rothwell, William J. "Succession Planning." In Building an Organizational Coaching Culture. Routledge, 2023. http://dx.doi.org/10.4324/9781003379577-6.

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Lipman, Frederick D. "Succession Planning." In The Family Business Guide. Palgrave Macmillan US, 2010. http://dx.doi.org/10.1057/9780230111806_2.

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Aungsuroch, Yupin, Joko Gunawan, and Mary L. Fisher. "Succession Planning." In Redesigning the Nursing and Human Resource Partnership. Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-16-5990-4_8.

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Kaslow, Florence W., and Lilli Friedland. "Succession Planning." In Consultation to Family Business Enterprises. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-72022-3_8.

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Dresang, Dennis L. "Succession Planning." In Personnel Management in Government Agencies and Nonprofit Organizations. Routledge, 2017. http://dx.doi.org/10.4324/9781315545387-8.

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Conference papers on the topic "Succession planning"

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Alajlan, Jawaher Jamal, Khairi Mohamed Omar, Horiya Aldeeb, and Adel Alzyoud. "Talent Management as an Intermediary Variable between Succession Planning and Institutional Excellence." In 2024 International Conference on Decision Aid Sciences and Applications (DASA). IEEE, 2024. https://doi.org/10.1109/dasa63652.2024.10836241.

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Luhukay, Devyano, Ford Lumban Gaol, Meyliana, and Harjanto Prabowo. "The Information Systems and Model for Succession Planning in Higher Education Institutions." In 2025 IEEE Conference on Computer Applications (ICCA). IEEE, 2025. https://doi.org/10.1109/icca65395.2025.11011050.

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Ion, Gabriel Florinel, and Liviu Bogdan Ciuca. "HERITAGE AND DIGITAL ASSETS - LEGAL CHALLENGES IN THE AGE OF TECHNOLOGY." In 11th SWS International Scientific Conferences on SOCIAL SCIENCES - ISCSS 2024. SGEM WORLD SCIENCE, 2024. https://doi.org/10.35603/sws.iscss.2024/vs02/07.

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This article explores emerging legal challenges in managing the legacy of digital assets in an increasingly connected world. In the age of technology, assets such as cryptocurrencies, online accounts, software licenses, and digital intellectual property are becoming increasingly relevant in inheritance processes. However, the lack of a clear and unified legislative framework creates difficulties in transferring these assets post-mortem. Heirs often face technological and legal barriers to accessing assets, including privacy issues, encryption, and different policies between digital platforms.

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He, Zhao, HanQiu Bao, YiNi Yin, FengQian, and Wang Liu. "Successive Convex Approximation-Based Fast Collision-Free Motion Planning Framework for Autonomous Parking." In 2025 IEEE 14th Data Driven Control and Learning Systems (DDCLS). IEEE, 2025. https://doi.org/10.1109/ddcls66240.2025.11065169.

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Mettler, Berenice, and Abhishek Verma. "Learning Optimal Guidance Behavior in Unknown Environments within Receding Horizon Planning." In Vertical Flight Society 70th Annual Forum & Technology Display. The Vertical Flight Society, 2014. http://dx.doi.org/10.4050/f-0070-2014-9675.

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This paper describes a guidance algorithm for autonomous operation in partially known environments. The emphasis of the paper is enabling learning within a receding horizon trajectory optimization framework. The information acquired from an exteroceptive sensor is assimilated into a spatial value function. This setup has the advantage that the system learns information directly relevant to optimal guidance and control behavior and enables efficient trajectory-planning in unknown or partially known environments. The system's performance is demonstrated using successive runs in high-fidelity ind

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Taechasapasith, T., and N. Silakorn. "Systematic Talent Management & Succession Planning." In ADIPEC. SPE, 2023. http://dx.doi.org/10.2118/216818-ms.

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Abstract This paper demonstrates how systematic Succession Planning is important to PTTEP business especially when we operate over 50 petroleum exploration, development, and production projects in more than 10 countries across several regions with the primary focus on Southeast Asia and the Middle East as well as other petroleum-prolific areas displaying investment opportunities, both E&P and beyond E&P businesses. It ensures that all critical positions are occupied continuously and gains more engagement from the PTTEP talent pool. In 2020, Succession Planning became one of the KPIs am

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"Succession planning in higher education." In Closing the Gender Gap. Purdue University, 2016. http://dx.doi.org/10.5703/1288284316079.

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Al-Marzouqi, Yehay, and Mike Rathbone. "Succession Planning - A Multi-purpose Tool." In Abu Dhabi International Conference and Exhibition. Society of Petroleum Engineers, 2004. http://dx.doi.org/10.2118/88656-ms.

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Thomas, Rincy Mariam, and Dhabia Majed Al Ali. "Developing Leaders Through a Transparent Succession Management Approach." In ADIPEC. SPE, 2024. http://dx.doi.org/10.2118/221895-ms.

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Abstract This paper addresses the concept of enhancing transparency in the succession process to drive ownership of successor development and create a sustainable talent pipeline. The scope includes Line Driven Succession, which leverages technology to enable the identification and nomination of successors, forming a core component of this transparent approach. This aligns with strategic business goals aimed at developing future leaders. The Line Driven Succession Process is a people-centric, data-driven approach that leverages technology to enable line managers to access and review talent dat

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Lie, Yulius, Sudyarti, and Bens Pardamean. "Information system model of succession planning and career path." In 2016 International Conference on Information Management and Technology (ICIMTech). IEEE, 2016. http://dx.doi.org/10.1109/icimtech.2016.7930337.

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Reports on the topic "Succession planning"

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Kirk, Bernadette Lugue, Ronald A. Cain, Shaheen A. Dewji, and Carla L. Agreda. Succession planning for technical experts. Office of Scientific and Technical Information (OSTI), 2017. http://dx.doi.org/10.2172/1408004.

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Black, Anne E. Incident Management Organization succession planning stakeholder feedback. U.S. Department of Agriculture, Forest Service, Rocky Mountain Research Station, 2013. http://dx.doi.org/10.2737/rmrs-gtr-297.

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Brown, David A. BNL NCSP Succession Planning Efforts in FY 2018. Office of Scientific and Technical Information (OSTI), 2018. http://dx.doi.org/10.2172/1478483.

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Cain, Ronald A., Shaheen A. Dewji, Carla L. Agreda, and Bernadette Lugue Kirk. A Methodology for Succession Planning for Technical Experts. Office of Scientific and Technical Information (OSTI), 2017. http://dx.doi.org/10.2172/1494906.

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Cain, Ronald A., Shaheen A. Dewji, Carla L. Agreda, and Bernadette Lugue Kirk. A Methodology for Succession Planning for Technical Experts. Office of Scientific and Technical Information (OSTI), 2017. http://dx.doi.org/10.2172/1424439.

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Cain, Ronald A., Carla L. Agreda, and Bernadette Lugue Kirk. A Methodology for Succession Planning for Technical Experts. Office of Scientific and Technical Information (OSTI), 2018. http://dx.doi.org/10.2172/1462852.

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BROWN, DAVID A., and DAVID A. BROWN. BNL NCSP Succession Planning Efforts in FY 2019. Office of Scientific and Technical Information (OSTI), 2019. http://dx.doi.org/10.2172/1572358.

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Brown, David, and Gustavo Nobre. BNL NCSP Succession Planning Efforts in FY 2020. Office of Scientific and Technical Information (OSTI), 2020. http://dx.doi.org/10.2172/1907342.

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Kirk, Bernadette Lugue, Ronald A. Cain, and Carla L. Agreda. Supplement to a Methodology for Succession Planning for Technical Experts. Office of Scientific and Technical Information (OSTI), 2017. http://dx.doi.org/10.2172/1407770.

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Cain, Ronald A., Bernadette Lugue Kirk, and Carla L. Agreda. Field Test of the Methodology for Succession Planning for Technical Experts. Office of Scientific and Technical Information (OSTI), 2018. http://dx.doi.org/10.2172/1436939.

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