Browsing by Author "Mongi, Jamila A."

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    Assessment of the implementation of succession plan and policy at MICAS
    (Mzumbe University, 2018) Mongi, Jamila A.
    The role of succession planning cannot be understated. As long as the organization stays the course of its life circle, its consistence will depend on the type of employees who are being prepared to convey out its vision. Essentially, it is about planning and aligning human resources with the overall organizational planning process. The general objective of the study is to assess the implementation of Succession Plan and Policy at the MICAS by using the Ley’s Components of Practical Ideal Succession Plan and determining whether these components are incorporated in Succession Planning. Also, to identify areas of improvement of realizing the Components of Practical Ideal Succession Plan which are not successfully integrated; to identify challenges which are limiting the proper implementation of Succession Plan and Policy; and to identify relevant strategies that can be applied to address challenges. The study was conducted in Dar es Salaam at the headquarters of the MICAS. Research design aimed at obtaining relevant data which fulfills the research objectives and answer questions, therefore, the study used a mixed approach with the case study design. The size of the sample comprised of 149 staffs from five (5) departments and six units (6) at MICAS headquarters. A combination of mixed methods used includes questionnaire, interviews and documentary review. A cut point of 3.5 was used to decide of whether the Component of a Practical Ideal Succession Plan is realized at MICAS. The study findings show that regarding the incorporation of the Components of Practical Ideal Succession Plan at MICAS, part of strategic plan; support from the top management; provision of formal professional development opportunities; the assessments of needs driven; and focus on individual attention were successfully incorporated in succession planning at MICAS. On the other hand, the components of “extension to all levels of organization” and “dedicated responsibility” were not successfully incorporated in Succession Planning at MICAS. It is hoped that, the result of this research find that Succession Planning in the Public Sector is jeopardized by external forces from the political leadership who intervenes the professionalism of the Succession Planning goals.