DE GUZMAN, Donavhi Divina M.

Foreign Studies

The main benefit of succession planning is that it minimizes the staff turnover rate and
promotes the sustainability of business growth and continuity in the organization
through retaining talented employees in critical roles. It makes it possible to build a
competent workforce to meet the future demands of the organization in a growing
economy. Companies must hold on to the knowledge that their managers and senior
leaders possess. They need to engage in systematic planning and identify and train
existing junior talent, guiding such members of staff with the help of current company
leaders, in order to allow for a smooth transfer of knowledge and to ensure future
organizational success.

Succession Planning is key especially to long term planning with the view for the
organization’s presence and growth in the future Dahlke, (2012). According to
Hanaysha (2016) considered staff productivity to be one of the key management
themes that have received significant scholarly attention and is thought to be a vital
mechanism for advancing business sustainability. To ensure long-term success, it was
also necessary to have a fundamental awareness of the basic components that drove
sustainability.

Asserts that succession management is a way of determining vital staff potential and
having a backup strategy for their smooth replacements. There is a constant suspicion
or anxiety in the minds of SMEs’ management concerning a shortage of future
successors for replacements at all administrative levels. This creates a lacuna that
mitigates continuity of business operations, viability and sustainability, which introduces
the need for an established succession management system and structure in the
enterprise. Preparedness for an unexpected shortage in an enterprise’s workforce base
and corporate sustainability signals the importance of succession management, which
is a creative strategy and means to build competence, career advancement, and staff
promotion. (Ahsan, 2018)
DE GUZMAN, Donavhi Divina M.

Succession management is arguably human capital development’s brainbox and has

been at the heart of corporate sustainability. Hence, in a fast-paced business
environment, succession planning makes it easier to integrate all systems and make
well-informed decisions regarding new or familiar changes in company and workforce
management. During the period of this present economic recession, the small and
medium enterprises (SMEs) under study, namely Gnakk Enterprises, Dreamville
School, Vitus Cosmetics, Osi Ventures, and Chijioke Frozen Foods have expanded in
every facet of their operations, either in terms of market share or customer patronage,
thereby advancing their productivity. Hence, SMEs should adopt succession
management that is proper, efficient, and consistent by proactively ascertaining,
evaluating, and implementing succession plans and training employees to take on or
succeed in critical leadership positions, as this ensures the company’s longevity and
sustainability in any business environment. (Monyei et al., 2021)

According to Mruttu & Makokha (2022), Organization culture does not have statistically
significant influence on effective succession planning in SACCOs in TransNzoia County:
is rejected Therefore, organization culture has a significant influence on effective
succession planning in SACCOs in TransNzoia County. Based on the findings, the
study recommends that the SACCO management should sustain job rotation so as to
enhance skills acquisition for employees. It also recommends that all successors should
be trained to ensure that they have proper skills in place before they take over the
predecessor to ensure continuity of the SACCO.

According to Jack (2018), The lack of structured succession planning in New Zealand
social enterprise does not impede the continued existence and successful delivery of
their social outcomes. This resilience may be attributed to a focus on sustainability
rather than succession planning. Choosing the right CEO, running the enterprise as a
business and building and maintaining strategic long-term partnerships are three
emergent themes from this study supporting sustainability of social enterprise. The
research would suggest that social enterprises and entrepreneurs would do well to
ensure these activities are well managed in order to be sustainable, ensure longevity
DE GUZMAN, Donavhi Divina M.

and avoid mission drift. Potential successor’s attributes affected succession planning
because of the need to designate an heir apparent in the succession plan. Management
competencies, technical skills and experience of the successors affect succession
planning, especially the long experience in business being positive towards their
consideration. The personality traits of successors affect succession planning, but their
gender did not. Their commitment to the organization, and willingness to take over
affected succession planning in the firms. Trust of potential successors came before
technical skills and entrepreneurial ability, and the source of successors either within
the organization or from outside the organization did not affect the succession planning
process of the firms. ( Waweru, 2019)
DE GUZMAN, Donavhi Divina M.

Local Literature

The Philippine Fisheries Development Authority (PFDA), through its Administrative

Services Department – Human Resource Division (ASD-HRD), conducted a weeklong
Succession Planning Workshop and its Requisite Course Programs via blended training
and workshop (teleconference and on-site) at the University Hotel, University of the
Philippines – Diliman.

According to PFDA Officer-in-Charge General Manager Ms. Iris R. de Vera said that this
succession planning is a very important workshop and training and requested
everyone's full attention on the workshop. OICGM de Vera said that this activity will help
them identify potential employees that can assume important roles in the organization.
In addition, this will also be a venue for all the participants to identify their capabilities
that needs improvement to be good future leaders.

“As we all know, we are all in the middle of the implementation of our flagship projects.
Our logistics and our source of income are available but what is lacking are the people
who will sustain the operations of the fish ports and the organization.” (PFDA
ORGANIZES SEVEN-DAY SUCCESSION PLANNING WORKSHOP, 2022)

We should understand why cooperative course is offered in higher learning institutions

like SUCs. We want to have a pool of graduates ready to be part of a movement, the
cooperative movement. The coop graduates are prepared to become cooperators –
coop managers, coop leaders, coop trainers and teachers – in their own right whether in
cooperatives, government, NGOS, educational institutions or private entities. Most
importantly, they learned, live out the cooperative values and principles not only in
coops but in their personal lives as well.
DE GUZMAN, Donavhi Divina M.

Providing education and training is limitless. That is why the title of this presentation is:
Cooperative Education: A Need of All and for All. As in the principle, this is for the
four (4) groups of people in a cooperative: members, elected representatives, managers
and employees. But coop education is not only for those involved in a cooperative but
even the outsiders – the youth and the general public. Informing them of what a coop
is and what it is all about, as an economic system, an ideology or as a way of life, is
educating them. (Mantalaba, 2018)

Local Studies

Succession planning, as a tool for organizational development, is a useful technique for

academic libraries. In view of this, this paper examines the profile of current library
managers in academic libraries in the Philippines, identifies their hiring practices, and
investigates their current practices in succession planning. It also aims to identify a
range of factors influencing the implementation of succession planning principles among
Philippine academic libraries.

Almost 80% of the total respondents have no written succession plan, but majority of
them believed that succession planning is extremely important or very important in
libraries, even if the executive team or top management puts little emphasis on
succession planning. A good number of respondents also mentioned that planning is
only done in their libraries after the current head has announced he/she is leaving or
retiring soon. While it is believed that the primary responsibility for succession planning
lies on the hands of top-level managers, the majority of the respondents said that all
librarians participate in the succession planning. (Apolinario R.R., & Eclevia, M.R.,
2016)

In 2018, supported by an Asian Development Bank technical assistance, the National

Economic and Development Authority (NEDA) of the Philippines started formulating an
action plan for sustainable consumption and production that supports the country's long-
term vision of AmBisyon Natin 2040—for the average Filipino to have a strongly-
DE GUZMAN, Donavhi Divina M.

rooted, comfortable, secure and peaceful life by 2040. Realizing this vision requires a
healthy environment and the sustainable use of natural resources to be achieved whilst
pursuing continuous economic progress. However, in talking about a sustainable future
for Filipinos, many are still not clear what this looks like and what needs to be done, not
only at an institutional level, but also at a community and individual level.

Informed by the findings of a scoping study and a review of applicability of the circular
economy model to the Philippines, NEDA identified pathways for intervention under four
action types:
1. Promotion of sustainable consumption and production;
2. Research, technology, and innovation;
3. Infrastructure and the installation of green infrastructure standards, and
enhancement of speed of mobility; and
4. Policy creation and implementation of reforms.

Actions and activities required to achieve sustainable consumption and production were
then identified, and organized into the following thematic areas:
 Resource conservation, efficiency, and cleaner production,
 Waste management, and
 Sustainable business and lifestyle.
DE GUZMAN, Donavhi Divina M.

References:

Ahsan, M. (2018). Effective recruitment and selection along with succession planning
towards leadership development, employee retention, and talent management in
Pakistan. J. Entrep. Organ. Manag., 7, 233. Retrieved from
https://web.archive.org/web/20190308221938id_/http://pdfs.semanticscholar.org/fa64/
fa4ab07fe08ae87a2db8ead12a0e66fefdd8.pdf

Dahlke, A. (2012). Business Succession Planning (Vol. 203). Holboken, NJ: John Wiley
& Sons, Inc

Hanaysha, J. (2016). Improving employee productivity through work engagement:

Empirical evidence from higher education sector. Int. J. Indust. Eng. Comput, Volume 6
Issue 1 pp. 61-70 , ISSN 1923-9343.
Retrieved from http://m.growingscience.com/beta/msl/2160-improving-employee-
productivity-through-work-engagement-evidence-from-higher-education-sector.html

Jack, M., (2018). A Study of Succession Planning in New Zealand Social Enterprise.
University of Auckland MBA, pp; 27. Retrieved from
https://socialenterpriseauckland.org.nz/wp-content/uploads/2018/12/Mark-Jack_Social-
Enterprise-Research-Paper.pdf

Mantalaba, E., (2018). COOPERATIVE EDUCATION: A NEED OF ALL AND FOR ALL.
Pp: 1-3., Retrieved from http://pccapex.coop/wp-content/uploads/2018/10/Ellen-
Mantalaba_Educ.Advoc-Pillar.pdf

Mruttu, c., & Makokha, DR. E., (2022). Selected Factors Influencing Effective
Succession Planning in Deposit Taking Savings and Credit Cooperatives in TransNzoia
County, Kenya. Vol. 9, Issue 3, pp: (165-178), Month: July - September 2022. ISSN
2349-7831.
Retrieved from
https://www.paperpublications.org/upload/book/Selected%20Factors%20Influencing
%20Effective-22092022-5

National Economic and Development Authority. (2020). Inputs to the Philippine Action
Plan for Sustainable Consumption and Production (PAP4SCP) – Consultant’s Report.
Mandaluyong City. Retrieved from https://development.asia/case-study/developing-
action-plan-sustainable-consumption-and-production-philippines

PILARTA, M. M. (2022). PFDA organizes seven-day Succession Planning workshop.

Retrieved December 6, 2022, from https://pfda.gov.ph/index.php/news-and-events/all-
news/654-pfda-organizes-seven-day-succession-planning-workshop
DE GUZMAN, Donavhi Divina M.

Monyei, F.E.; Ukpere, W.I.; Agbaeze, E.K.; Omonona, S.; Kelvin-Iloafu, L.E.; Obi-Anike,
H.O. The Impact of Succession Management on Small and Medium Enterprises’
Sustainability in Lagos State, Nigeria. Sustainability 2021, 13, 13489. Retrieved from
https://doi.org/10.3390/su132313489

Waweru., G. (2019). Effect Of Internal Firm Factors on The Succession Planning: A

Case Study of Architectural Firms In Nairobi Country. Pp: 59., Retrieved from
http://erepo.usiu.ac.ke/handle/11732/5354