The aim of this research is to investigate how succession planning can be used as a developmental tool in developing middle managers in the Department of Science and Technology (DST).
The research shows that the DST has good strategies and policies in place for the development and retention of its employees, although there is no succession planning tool or system in place.
Proposed interventions to address identified gaps in terms of succession planning include a quota system of positions that should be filled by internal candidates to encourage employees’ buy-in to succession planning; inculcating it in the institutional culture and therefore, preserving and retaining institutional memory; creating a robust reward management programme based upon a pay-scheme that seeks to reward middle managers for developing their competencies in line with institutional requirements / Public Administration and Management / M.A. (Public Administration)
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:unisa/oai:uir.unisa.ac.za:10500/19172 |
| Date | 05 1900 |
| Creators | Kraai, Vuyokazi |
| Contributors | Kahn, Sinval Benjamin, Motsoeneng, Ramokhojoane Paul |
| Source Sets | South African National ETD Portal |
| Language | English |
| Detected Language | English |
| Type | Dissertation |
| Format | 1 online resource (xi, 83 leaves), color illustrations |
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