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Building a Solid Foundation : = Succession Planning Practices Improving Knowledge Management and Employee Retention Within Higher Education Institutions (HEIS).

Record Type:	Electronic resources : Monograph/item
Title/Author:	Building a Solid Foundation :/
Reminder of title:	Succession Planning Practices Improving Knowledge Management and Employee Retention Within Higher Education Institutions (HEIS).
Author:	Hatcher, Shanika D.
Description:	1 online resource (186 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 85-01, Section: A.
Contained By:	Dissertations Abstracts International85-01A.
Subject:	Higher education administration. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=30571874click for full text (PQDT)
ISBN:	9798379921248

Building a Solid Foundation : = Succession Planning Practices Improving Knowledge Management and Employee Retention Within Higher Education Institutions (HEIS).
Hatcher, Shanika D.

Building a Solid Foundation :Succession Planning Practices Improving Knowledge Management and Employee Retention Within Higher Education Institutions (HEIS). - 1 online resource (186 pages)

Source: Dissertations Abstracts International, Volume: 85-01, Section: A.

Thesis (D.B.A.)--University of Maryland University College, 2023.

Includes bibliographical references

The business management problem addressed in this study results from the need for succession planning practices in Higher Education Institutions (HEIs). This systematic qualitative review examined which succession planning practices improve knowledge management and employee retention within HEIs. Despite the growing number of baby boomer retirements and the unexpected exit of key leaders, succession planning is still not a top priority for HEI leaders. Additionally, a loss of knowledge occurs when leaders and employees retire or leave the organization unexpectedly before sharing knowledge to prepare the next generation of leaders. Knowledge not transferred throughout an organization leads to lower productivity and employee morale, often leading to lower employee retention. Through a qualitative systematic review process, this dissertation provides an overview of the research problem, a theoretical framework, a literature landscape review, and a description of the methods utilized during the study review process. The review discusses the findings from the thematic coding process and a synthesis of the literature, identifying which succession planning practices improve knowledge management and employee retention. Based on the thematic findings, this study's recommendations include: (1) HEI Presidents and Boards of Trustees should incorporate succession planning into HEIs' vision (2) HEIs should implement a robust Human Resource Management (HRM) process to integrate succession planning into their practices, and (3) HEI succession planning and organizational culture must be aligned for succession planning to be effective.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2023

Mode of access: World Wide Web

ISBN: 9798379921248Subjects--Topical Terms:

2122863
Higher education administration.
Subjects--Index Terms:

Employee retentionIndex Terms--Genre/Form:

542853
Electronic books.

Building a Solid Foundation : = Succession Planning Practices Improving Knowledge Management and Employee Retention Within Higher Education Institutions (HEIS).
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502 $a Thesis (D.B.A.)--University of Maryland University College, 2023.
504 $a Includes bibliographical references
520 $a The business management problem addressed in this study results from the need for succession planning practices in Higher Education Institutions (HEIs). This systematic qualitative review examined which succession planning practices improve knowledge management and employee retention within HEIs. Despite the growing number of baby boomer retirements and the unexpected exit of key leaders, succession planning is still not a top priority for HEI leaders. Additionally, a loss of knowledge occurs when leaders and employees retire or leave the organization unexpectedly before sharing knowledge to prepare the next generation of leaders. Knowledge not transferred throughout an organization leads to lower productivity and employee morale, often leading to lower employee retention. Through a qualitative systematic review process, this dissertation provides an overview of the research problem, a theoretical framework, a literature landscape review, and a description of the methods utilized during the study review process. The review discusses the findings from the thematic coding process and a synthesis of the literature, identifying which succession planning practices improve knowledge management and employee retention. Based on the thematic findings, this study's recommendations include: (1) HEI Presidents and Boards of Trustees should incorporate succession planning into HEIs' vision (2) HEIs should implement a robust Human Resource Management (HRM) process to integrate succession planning into their practices, and (3) HEI succession planning and organizational culture must be aligned for succession planning to be effective.
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538 $a Mode of access: World Wide Web
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653 $a Succession planning
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