ELEMENTS AND IMPACTING FACTORS ON LIBRARY SUCCESSION PLANNING IN VIETNAM

Trang Thi Huynh

Abstract


This paper aims at identifying the elements of and impacting factors on succession planning at the academic and public libraries in the Mekong Delta, Vietnam. The research underpinned by transformational leadership theory used data from online survey of 172 participants from all thirteen public libraries and four selected academic libraries in the region. Twenty-three in-depth interviews of library leaders and managers of those libraries are conducted to get further information about emerging themes from the survey. Required elements of succession planning are indicated as an adequate talent pool, staff involvement, job descriptions, work performance assessments, and selection criteria. In the context of a country with only one leading Party such as Vietnam, the key impacting role is the Communist Party Committee. Other impacting factor on determining quality of successors is training programs. Impacting factors on leading and conducting succession planning are library leaders, general staff, and parent organization leaders. Furthermore, research also finds out some interesting correlations among variables of succession planning that contribute to the knowledge of library succession. This research provides potential successors with an awareness of challenges they may encounter to be promoted. This study also specifies evidence that candidates cannot automatically proceed to managerial positions without continuing efforts and self-improvement. Furthermore, the finding of the research contributes an assistance for library leaders in the process of selecting qualified staff for future managerial positions. Library leaders should consider these impacting factors because they affect the quality of successors and succession planning process. In addition, library leaders should pay attention to the correlations among age, qualification, position, and years of experience of employees with awareness of the existence of succession planning, the important role of succession planning, potential candidates, and promotion. These correlations should be considered because they also affect the quality of successors. The finding that general staff involvement helps to prevent library leaders from bias and demonstrate democracy and openness in succession planning is a new contribution to the literature. In addition, correlations among variables of succession planning are interesting and significant findings of the research. These correlations contribute to an understanding of factors in succession planning which has not been discussed in the literature so far.

 

Article visualizations:

Hit counter

DOI

Keywords


elements, impacting factors, Mekong Delta, succession planning, Vietnam

References


American Library Association. (2014). Library leadership training resources. Retrieved June 22, 2014, from http://www.ala.org/offices/hrdr/abouthrdr/hrdrliaisoncomm/otld/leadershiptraining

Arabella Advisors. (2015). Cultivating global library leadership: A review of leadership training programs for librarians worldwide. Washington DC.

Bass, B. M. (1985). Leadership and performance beyond expectations. New York, NY: Free Press.

Bridgland, A. (1999). To fill, or how to fill - That is the question succession planning and leadership development in academic libraries. Australian Academic & Research Libraries, 30(1), 20.

Burns, J. M. (1978). Leadership. New York, NY: Harper & Row.

Byke, S., & Lowe-Wincentsen, D. (Cartographer). (2008). A leadership primer for new librarians tools for helping today's early-career librarians become tomorrow's library leaders.

Fitsimmons, G. (2013). Collective succession planning in librarianship. The Bottom Line: Managing library finances, 26(4), 142-143. doi: 10.1108/BL-10-2013-0027

Hicks, D., & Given, L. M. (2013). Principled, transformational leadership: Analyzing the discourse of leadership in the development of librarianship's core competences. Library Quarterly, 83(1), 7-25. doi: 10.1086/668678

Huynh, T. T. (2016). Library succession planning process in Vietnam. New Library World, 117(11/12), 756-767. doi: 10.1108/NLW-08-2016-0059

JobStreet. (2016). Employees in Vietnam were dissatisfied with the current jobs. Retrieved 27 May 2017, from https://www.jobstreet.vn/career-resources/gan-85-ung-vien-khong-hai-long-voi-viec-lam-hien-tai/#.WSjd_dzt5LM

Leibman, M., Bruer, R. A., & Maki, B. R. (1996). Succession management: The next generation of succession planning. Human Resource Planning, 19(3), 16.

McLean, E., Scale, M.-S., & Rouse-Jones, M. D. (2014). Preparing tomorrow's library managers: Exploring leadership and succession planning at the University of the West Indies Libraries. In K. D. Deards & G. R. Springs (Eds.), Succession planning and implementation in libraries: Practices and resources. Hershey, PA.: Information Science Reference.

McMahan, J., & Masias, M. (2009). Developing a succession plan for a library: Preparing for staff turnover and ensuring leadership continuity require careful and deliberate planning, frequent and tactful communication, and a commitment to implementing recommended changes. Information Outlook, 13(7), 28.

McMurray, A. M., Henly, D., Chaboyer, W., Calpton, J., Lizzio, A., & Teml, M. (2012). Leadership succession management in a university health faculty. Journal of Higher Education Policy and Management, 34(4), 365-376.

Muijs, D. (2011). Doing quantitative research in education with SPSS (2nd ed.). Thousand Oaks, London: Sage.

Munde, G. (2010). Global issues in human resource management and their significance to information organizations and information professionals. In E. Pankl, D. Theiss-White & M. C. Bushing (Eds.), Recruitment, development, and retention of information professionals: Trends in human resources and knowledge management. New York, NY: Business Science Reference.

Omar, W. A. W., & Hussin, F. (2013). Transformational leadership style and job satisfaction relationship: A study of structural equation modelling (SEM). International Journal of Academic Research in Business and Social Sciences, 3(2), 346.

Pennell, K. (2010). The role of flexible job descriptions in succession management. Library management, 31(4/5), 279-290.

Romaniuk, M.-J., & Haycock, K. (2011). Designing and evaluating library leadership programs: Improving performance and effectiveness. The Australian library journal, 60(1), 29-40.

Rothwell, W. J. (2010). Effective succession planning: Ensuring leadership continuity and building talent from within (4th ed.). New York, NY: AMACOM.

Simpson, K., & West, P. J. (2014). Succession planning and the talent management toolbox. In K. D. Deards & G. R. Springs (Eds.), Succession planning and implementation in libraries: Practices and resources. Hershey, PA: Information Science Reference.

Singer, P., Goodrich, J., & Goldberg, L. (2004). Your library's future: When leaders leave, succession planning can smooth the transitions. Library Journal, 129(17), 38-40.

Socialist Republic of Vietnam. (2013). Hien phap nuoc Cong Hoa Xa Hoi Chu Nghia Viet Nam nam 2013 [Constitution of the Socialist Republic of vietnam in 2013]. Hanoi, Vietnam: The National Assembly.

Stueart, R. D., & Sullivan, M. (2010). Developing library leaders: A how to-do it manual for coaching, team building and mentoring library staff. New York, NY: Neal-Schuman.

Weare, W. H. (2015). Succession planning in academic libraries: A reconsideration. In S. S. Hines & M. Simons (Eds.), Library staffing for the future (Vol. 34, pp. 313-361). Bingley, UK: Emerald.

Whitmell, V. (2002). Library succession planning: The need and challenge. Aplis, 15(4), 148-154.




DOI: http://dx.doi.org/10.46827/ejsss.v0i0.198

Copyright (c) 2018 Trang Thi Huynh

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.

The research works published in this journal are free to be accessed. They can be shared (copied and redistributed in any medium or format) and\or adapted (remixed, transformed, and built upon the material for any purpose, commercially and\or not commercially) under the following terms: attribution (appropriate credit must be given indicating original authors, research work name and publication name mentioning if changes were made) and without adding additional restrictions (without restricting others from doing anything the actual license permits). Authors retain the full copyright of their published research works and cannot revoke these freedoms as long as the license terms are followed.

Copyright © 2015 - 2018. European Journal Of Social Sciences Studies (ISSN 2501-8590) is a registered trademark of Open Access Publishing Group. All rights reserved.

This journal is a serial publication uniquely identified by an International Standard Serial Number (ISSN) serial number certificate issued by Romanian National Library. All the research works are uniquely identified by a CrossRef DOI digital object identifier supplied by indexing and repository platforms. All the research works published on this journal are meeting the Open Access Publishing requirements and standards formulated by Budapest Open Access Initiative (2002), the Bethesda Statement on Open Access Publishing (2003) and  Berlin Declaration on Open Access to Knowledge in the Sciences and Humanities (2003) and can be freely accessed, shared, modified, distributed and used in educational, commercial and non-commercial purposes under a Creative Commons Attribution 4.0 International License. Copyrights of the published research works are retained by authors.


 

Hit counter