Varia Ranah - Sorotan Ilmiah Perkhidmatan Awam

335 Varia Ranah: Sorotan Ilmiah Perkhidmatan Awam Effective leadership succession planning requires the systematic integration of human resource development, strategy and governance. From the human resource factor, leadership succession entails specialized coordination of selection, performance appraisal, and training and development. The outcomes of leadership succession decisions have long lasting effects on the direction and achievement of the organization’s strategies. These strategic decisions are made by higher management level, who may be grappling with conflict between their personal desire to remain in the job and their professional obligation to facilitate succession. Leadership succession constitutes one of the most important tasks of an organization. The key reasons organizations need to engage in leadership succession can be divided into three imperatives: maintaining operational effectiveness, managing strategic direction, and influencing stakeholder perceptions. Leadership succession programs assist in averting the negative operational impact of a leadership vacuum. Unplanned succession events, such as resignation or sudden death, can result in the loss of a critical dimension that makes the organization competitive (Burdett, 1993). Figure 1: Phases of Succession Planning Program, Pekeliling Perkhidmatan Bilangan 3, Tahun 2006 – trans. Service Circular Number 3, Year 2006