Implementing IT-Based Succession Planning in University IT Units: Enhancing Operational Continuity
Abstract
One of the accredited universities in Indonesia is committed to quality education through the use of information technology. However, the university's IT unit often experiences vacancies in key positions due to high employee turnover, which impacts workload and business processes, especially in handling Request for Change (RFC). While application X supports performance appraisals, it has not been optimized for succession planning. This study explores the potential of application X as a tool for succession planning by integrating the Rothwell and Integrated Talent Management models. The design includes identifying key positions, assessing candidate competencies, preparing development plans, and establishing a structured knowledge transfer system to sustain organizational leadership. Additionally, integrating Large Language Models (LLMs) like ChatGPT is expected to enhance assessment objectivity, provide individual development recommendations, and ensure a more effective leadership transition. The system's role in improving assessment objectivity is vital for unbiased, data-driven decisions, while its contribution to leadership transitions ensures a smoother, more systematic process for maintaining leadership continuity. With features such as candidate search and staff assessment, the system is expected to help organizations select the right replacement and maintain university operations.
Downloads
References
N. Akademik, Akreditasi Perguruan Tinggi, 2019.
D. Taye and B. Getnet, “The impact of employee turnover on organizational performance: A case study of Mada Walabu University, Bale Robe, Ethiopia,” Int. J. Manag. Technol., vol. 2, no. 3, pp. 51–63, 2020.
K. E. Hoque and C. Zheng, “Succession planning in higher education: A systematic literature review,” Int. J. High. Educ., vol. 6, no. 1, pp. 1–16, 2024.
A. K. Ishak, B. Akmal, and M. Kamil, “Succession planning at higher education institutions: Leadership style, career development and knowledge management practices as its predictors,” Int. J. Acad. Res. Bus. Soc. Sci., Aug. 2016, 2022.
A. Zafar, G. Khawaja, and H. Akhtar, “Effect of succession planning on organizational growth,” Int. J. Bus. Strategy, vol. 59, no. 1, pp. 21–33, 2020.
K. E. N. Peffers, T. Tuunanen, and M. A. Rothenberger, “A design science research methodology for information systems research,” MIS Q., vol. 24, no. 3, pp. 45–77, 2008, doi: 10.2753/MIS0742-1222240302.
The influence of executive succession planning on sustainability of small and medium enterprises (SMEs) in Lagos, Nigeria,” Texila Int. J. Manag., vol. 22, no. 10, pp. 298–309, 2020.
W. J. Rothwell, “Putting success into your succession planning,” IEEE Eng. Manag. Rev., vol. 31, no. 2, pp. 11–15, 2003.
B. Sverdlik, “Who will be our nursing leaders in the future? The role of succession planning,” Nurs. Adm. Q., vol. 42, no. 7, pp. 383–385, 2020, doi: 10.1097/NNA.0b013e318261938b.
Z. Ali, B. Mahmood, and A. Mehreen, “Linking succession planning to employee performance: The mediating roles of career development and performance appraisal,” Aust. J. Career Dev., vol. 28, no. 2, pp. 112–121, 2019, doi: 10.1177/1038416219830419.
M. Ritchie, “Succession planning for successful leadership: Why we need to talk about succession planning,” Manag. Educ., vol. 34, no. 1, pp. 33–37, 2020, doi: 10.1177/0892020619881044.
M. Al Suwaidi, F. Jabeen, A. Stachowicz-Stanusch, and M. Webb, “Determinants linked to executive succession planning in public sector organizations,” Vision, vol. 24, no. 3, pp. 284–299, 2020, doi: 10.1177/0972262920932405.
D. Berke, Succession Planning and Management: A Guide to Organizational Systems and Practices. Greensboro, NC: Center for Creative Leadership, 2005.
D. Law, “Talent management of library and information science professionals: A review of research and future directions,” Int. Libr. Rev., pp. 1–12, 2024.
T. Razak et al., “The mediating role of talent management in succession planning and private organization sustainability: A conceptual article,” J. Bus. Adm., no. 2, pp. 22–33, 2024.
Q. Study, “Talent management in managerial succession planning: A qualitative study,” Int. J. Bus. Manage., vol. 15, no. 1, pp. 114–124, 2024.
S. Tafakorian, “The effect of talent management on the succession and profession skills of employees,” Int. J. Humanit. Soc. Sci., no. 15, pp. 731–751, 2018.
J. A. Seniwoliba, “Succession planning: Preparing the next generation workforce for the University for Development Studies,” Udsspace, 2015.
A. R. Ahmad and T. Z. Ming, “Effective strategy for succession planning in higher education institutions,” Asian J. Educ. Soc. Stud., vol. 7, no. 2, pp. 203–208, 2020, doi: 10.20448/journal.509.2020.72.203.208.
S. Jayaraman, P. Talib, and A. F. Khan, “Integrated talent management scale: Construction and initial validation,” Sage Open, vol. 8, no. 3, p. 2158244018780965, 2018.
B. Continuity, “Ensuring business continuity through succession planning: A case study of Zimbabwean businesses,” Int. J. Bus. Manag. Innov., vol. 9, no. 7, pp. 1273–1277, 2024.
A. K. Al Hajri, “Succession planning and leadership development in nursing: A bibliometric analysis (2000–2023),” Nurs. Res. Pract., vol. 2024, no. 1, p. 6191008, 2024, doi: 10.1155/2024/6191008.
C. Road, C. Victor, M. Street, and S. Dionisio, “Building leaders for tomorrow: A comprehensive succession planning model for higher education institutions,” J. Educ. Leadersh., vol. 5, no. 4, pp. 52–59, 2023.
P. I. Gabriel, C. S. Biriowu, and E. L. Dagogo, “Examining succession and replacement planning in work organizations,” Int. J. Econ. Dev., vol. 5, no. 2, pp. 1–7, 2020.
J. Nkeobuna and N. Ugoani, “Management succession planning and its effect on organizational sustainability,” Int. J. Econ. Bus. Adm., vol. 6, no. 2, pp. 30–41, 2020.
S. H. Hosseini, A. S. Barzoki, and A. N. Isfahani, “Designing a model of succession management system and explaining its impact on organisational performance: Case study of Esfahan Steel Company,” Int. J. Bus. Excell., Jan. 2018, doi: 10.1504/IJBEX.2018.092573.
A. A. Khan, M. T. Hasan, K. K. Kemell, J. Rasku, and P. Abrahamsson, “Developing retrieval augmented generation (RAG) based LLM systems from PDFs: An experience report,” arXiv preprint, arXiv:2410.15944, pp-1-36, 2024.
S. Baset, S. Suneja, N. Bila, O. Tuncer, and C. Isci, “Usable declarative configuration specification and validation for applications, systems, and cloud,” in Proc. 18th ACM/IFIP/USENIX Middleware Conf.: Industrial Track, Dec. 2017, pp. 29–35.
J. Kim, H. Kim, and D. Lee, “Review-driven personalized preference reasoning with large language models for recommendation,” Assoc. Comput. Mach., vol. 1, no. 1, 2024.
S. Qiao and C. Gao, “LLM-assisted explicit and implicit multi-interest learning framework for sequential recommendation,” Assoc. Comput. Mach., vol. 1, no. 1, 2019.
Y. Bano, S. S. Omar, and F. Ismail, “The theoretical foundation for the development of a conceptual model on the relationship between succession planning practices, employee retention and knowledge management in HEIs,” Mediterr. J. Soc. Sci., vol. 15, 2024.
R. Barnett and S. Davis, “Creating greater success in succession planning,” Adv. Dev. Hum. Resour., vol. 10, no. 5, pp. 721–739, 2015, doi: 10.1177/1523422308322277.
Abstract views: 166 times
Download PDF: 95 times
Copyright (c) 2025 Journal of Information Systems and Informatics
This work is licensed under a Creative Commons Attribution 4.0 International License.
- I certify that I have read, understand and agreed to the Journal of Information Systems and Informatics (Journal-ISI) submission guidelines, policies and submission declaration. Submission already using the provided template.
- I certify that all authors have approved the publication of this and there is no conflict of interest.
- I confirm that the manuscript is the authors' original work and the manuscript has not received prior publication and is not under consideration for publication elsewhere and has not been previously published.
- I confirm that all authors listed on the title page have contributed significantly to the work, have read the manuscript, attest to the validity and legitimacy of the data and its interpretation, and agree to its submission.
- I confirm that the paper now submitted is not copied or plagiarized version of some other published work.
- I declare that I shall not submit the paper for publication in any other Journal or Magazine till the decision is made by journal editors.
- If the paper is finally accepted by the journal for publication, I confirm that I will either publish the paper immediately or withdraw it according to withdrawal policies
- I Agree that the paper published by this journal, I transfer copyright or assign exclusive rights to the publisher (including commercial rights)
_1.png){kind=logo}
