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Trang Thi Huynh - One of the best experts on this subject based on the ideXlab platform.
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ELEMENTS AND IMPACTING FACTORS ON LIBRARY Succession Planning IN VIETNAM
European journal of social sciences, 2017Co-Authors: Trang Thi HuynhAbstract:This paper aims at identifying the elements of and impacting factors on Succession Planning at the academic and public libraries in the Mekong Delta, Vietnam. The research underpinned by transformational leadership theory used data from online survey of 172 participants from all thirteen public libraries and four selected academic libraries in the region. Twenty-three in-depth interviews of library leaders and managers of those libraries are conducted to get further information about emerging themes from the survey. Required elements of Succession Planning are indicated as an adequate talent pool, staff involvement, job descriptions, work performance assessments, and selection criteria. In the context of a country with only one leading Party such as Vietnam, the key impacting role is the Communist Party Committee. Other impacting factor on determining quality of successors is training programs. Impacting factors on leading and conducting Succession Planning are library leaders, general staff, and parent organization leaders. Furthermore, research also finds out some interesting correlations among variables of Succession Planning that contribute to the knowledge of library Succession. This research provides potential successors with an awareness of challenges they may encounter to be promoted. This study also specifies evidence that candidates cannot automatically proceed to managerial positions without continuing efforts and self-improvement. Furthermore, the finding of the research contributes an assistance for library leaders in the process of selecting qualified staff for future managerial positions. Library leaders should consider these impacting factors because they affect the quality of successors and Succession Planning process. In addition, library leaders should pay attention to the correlations among age, qualification, position, and years of experience of employees with awareness of the existence of Succession Planning, the important role of Succession Planning, potential candidates, and promotion. These correlations should be considered because they also affect the quality of successors. The finding that general staff involvement helps to prevent library leaders from bias and demonstrate democracy and openness in Succession Planning is a new contribution to the literature. In addition, correlations among variables of Succession Planning are interesting and significant findings of the research. These correlations contribute to an understanding of factors in Succession Planning which has not been discussed in the literature so far. Article visualizations:
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Library Succession Planning process in Vietnam
New Library World, 2016Co-Authors: Trang Thi HuynhAbstract:Purpose This paper aims to design a model of Succession Planning process for public and academic libraries in Vietnam. Design/methodology/approach The model of library Succession Planning process was develop based on the findings of a two-phase research underpinned by transformational leadership theory. Data were collected from 172 responses of the online survey and 23 in-depth interviews in 13 public and 4 academic libraries in the Mekong region, Vietnam. Findings A library Succession Planning process with six steps was established. Research limitations/implications As the research takes place in both public and academic libraries, the overarching benefit of the present study is to provide library leaders in these sectors with practical understanding and knowledge about how Succession Planning process can be done, as well as to enhance management practices in Vietnam libraries and other organisations. Leaders from other types of library systems in Vietnam and globally can reference this model so as to know what to do and how to conduct this process confidently. Originality/value This study helps to fill the gap that Succession Planning in Vietnamese libraries has been done without a specific path. Library leaders in each organisation conducted it differently between public and academic libraries because the government has only issued general guides for all industries of the nation.
Laura Kristine Phillips - One of the best experts on this subject based on the ideXlab platform.
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Succession Planning in nursing education.
Nursing outlook, 2020Co-Authors: Laura Kristine PhillipsAbstract:Abstract Background Succession Planning in nursing is a new concept with limited evidence found in nursing education. Purpose The purpose of this study was to provide a comprehensive summary of the descriptions of Succession Planning, as self-reported by administrators over an academic nursing division. Methods A qualitative descriptive methodology was utilized to obtain descriptions of Succession Planning from participants having personal experience with Succession Planning. Findings The categories discovered in the data included strategies for Succession Planning implementation, advantages of Succession Planning, and obstacles to Succession Planning. Discussion Succession Planning can provide growth plans, leadership development, and mentoring programs allowing for positive relationships that cultivate, inspire, and assist faculty to develop the necessary skills to be successful in a leadership role. Succession Planning requires adequate financial and human resources to develop potential leaders to meet the future needs of an organization, and ultimately, nursing education.
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Concept analysis: Succession Planning.
Nursing forum, 2020Co-Authors: Laura Kristine PhillipsAbstract:The aim is to understand the concept of Succession Planning and its application to initiate successful Succession Planning in nursing education. In nursing education, there is a lack of qualified academic nursing administrators associated with a national nursing faculty shortage. Succession Planning is often confused with other leadership management techniques. An understanding of the concept and its application is required to initiate successful Succession Planning in nursing education. Walker and Avant's methodological approach was followed for this concept analysis. The electronic databases searched included CINAHL, Medline, Google Scholar, PROQUEST, ERIC, PsycINFO, along with reference and bibliographic lists, relevant books, and public domain websites. The initial search terms included: Succession Planning, academic deans/directors, and nursing education. A pattern of five attributes emerged related to the characteristics of the concept of Succession Planning: organizational support and culture, attitude, commitment, and resources. Antecedents included strategic Planning, identification of potential individuals, leadership development, mentoring programs, and identification of leadership competencies. Consequences of Succession Planning appeared to be related to retention, recruitment, improved leadership competencies, decreased role transition stress, and a healthier work environment. Succession Planning has been defined as the proactive strategy involving the purposeful identification, assessment, and development of individuals through the processes of educating and mentoring for future leadership positions and establishing leadership continuity within an institution. Succession Planning is needed for the continued growth and development academic nursing leaders.
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Succession Planning in Nursing Academia: A Scoping Review.
International journal of nursing education scholarship, 2019Co-Authors: Laura Kristine PhillipsAbstract:Purpose The purpose of this scoping review was to examine the range of literature about Succession Planning in nursing education. Background Succession Planning establishes leadership continuity and inherent knowledge within an institution and nursing education. Most of the literature on Succession in nursing is focused in the healthcare setting with limited information of Succession Planning in nursing education discovered. Method Arksey and O'Malley's (2005) framework was used to guide this review. Results Emergent categories in the charted literature representing Succession Planning in nursing education included discouraging factors to assuming a leadership role, encouraging factors to assuming a leadership role, and strategies for successful Succession Planning. Conclusion There are many factors that discourage and encourage a faculty member when pursuing a leadership position. Developing and implementing a successful Succession plan that includes the development of leadership abilities and traits could foster the development of future leaders in nursing education.
Jennifer Rowe - One of the best experts on this subject based on the ideXlab platform.
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Succession Planning Through Mentoring in the Library
Library and Leadership Management, 2017Co-Authors: Julie Leuzinger, Jennifer RoweAbstract:This paper addresses Succession Planning through mentoring within the library. The authors define Succession Planning as the recruitment, development, and advancement of library personnel to fill staffing gaps and prepare future leaders. The benefit to libraries through the use of mentoring in Succession Planning will be addressed given this will allow the cultivation of more knowledgeable and confident employees. The authors will explore the concepts in this area through the literature, discuss the results of their study conducted via survey and provide recommendations for implementing a Succession Planning program through the use of mentoring based on their findings.
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Succession Planning Through Mentoring in the Library Survey
2016Co-Authors: Julie Leuzinger, Jennifer RoweAbstract:Survey Instrument used for study, "Succession Planning Through Mentoring in the Library." The purpose of this study is to determine if libraries are incorporating Succession Planning in their hiring, recruitment and retention plans and if there is perceived value among librarians in incorporating mentoring in their Succession plans.
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Succession Planning Through Mentoring in the Library
2016Co-Authors: Julie Leuzinger, Jennifer RoweAbstract:This presentation discusses Succession Planning through mentoring, including an overview of survey results with a special focus on Succession Planning and mentoring within academic libraries.
Jacqueline L. Freeman - One of the best experts on this subject based on the ideXlab platform.
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Succession Planning for Libraries
Journal of Library Administration, 2016Co-Authors: Deborah H. Charbonneau, Jacqueline L. FreemanAbstract:ABSTRACTIt is imperative for libraries of all types to be responsive to the forecasted changes in the demographics of the library workforce. Succession Planning is a key strategy for ensuring that libraries are prepared to meet changing and emerging organizational needs. Succession Planning is broadly defined as a range of activities focused on both internal and external talent development to fill anticipated needs for library leadership and other key personnel. The aim of this article is to offer a number of recommendations relevant for LIS education to help build an awareness of Succession Planning for future library managers. In particular, practical ideas for course-related activities and assignments that may help to incorporate Succession Planning more fully into the LIS curriculum are discussed.
Thi Trang Huynh - One of the best experts on this subject based on the ideXlab platform.
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Succession Planning in Vietnamese Libraries: Challenges and Solutions
The Palgrave Handbook of Leadership in Transforming Asia, 2017Co-Authors: Thi Trang Huynh, Sue Reynolds, Paul MerciecaAbstract:Research into Succession Planning was first conducted in the business, educational, government, not-for-profit and healthcare sectors and introduced in libraries in the late twentieth century, There is limited literature addressing library Succession Planning generally, and no literature related to the concept as it exists in Vietnam. Library Succession Planning has been in existence for over 20 years internationally but has only recently been introduced in libraries in Vietnam. Vietnamese libraries have an embryonic recruitment culture where the concept of Succession Planning is often unknown or little understood by staff at all levels of the library, from general staff to senior managers and board members. Additionally, the implementation of Succession Planning in Vietnamese libraries faces many challenges including availability and suitability of staff for management positions, the political environment, and Succession processes themselves. This chapter examines these issues as they impact on the information sector, focusing on academic and public libraries in the Mekong Delta area of Vietnam. Based on interviews and a survey of library leaders and staff, and underpinned by transformational leadership theory, this chapter considers existing Succession Planning processes and makes recommendations on how these processes may be adjusted and developed to meet and overcome challenges in Vietnamese libraries, and beyond.
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CHALLENGES OF LIBRARY Succession Planning IN THE MEKONG DELTA, VIETNAM
2015Co-Authors: Thi Trang HuynhAbstract:Library Succession Planning has been addressed for more than two decades; however, the concept has only recently been developed in Vietnam. Succession Planning provides numerous challenges for library leaders in Vietnam, including a small talent pool of successors; a lack of staff motivation; and an embryonic recruitment culture. This research helps to raise awareness of library leaders and library staff of the role of Succession Planning. Research was conducted through a multi-method approach at thirteen public and four academic libraries in the Mekong Delta, Vietnam. Data on Succession Planning challenges was collected through an online survey and interviews. This study utilized transformational leadership theory to investigate the challenges of library Succession Planning reported by library members. The findings related to challenges of library Succession Planning and possible solutions will assist library leaders in conducting the Succession Planning process.
