Challenges towards succession planning that pharmacists are facing in public hospitals in the greater Durban area KwaZulu-Natal, South Africa.

Abstract

Succession planning is crucial for an organisation’s survival. Succession planning involves identifying, mentoring and retaining talented individuals for future key positions. The healthcare sector is faced with the challenge of retaining pharmacists. The high staff turnover in the public sector leads to increase in recruitment and training costs, poor healthcare services and adversely affects the implementation of innovative programmes such as the National Health Insurance. The study investigated the challenges that pharmacists are facing towards succession planning in the public hospital sector in the greater-Durban area, KwaZulu-Natal. The study utilised quantitative approach to collect data. An electronic survey was utilised to gather data in this study. Data was analysed to (1) identify the challenges that affect implementation of succession planning; (2) to establish the employee selection criteria; (3) to evaluate the impact of succession planning in pharmacy departments. The finding of the study indicated that majority of the pharmacists are not aware of succession planning programs in the public hospital sector. Furthermore, the results indicated that the institutions did not invest in training and mentoring of pharmacists. Majority of pharmacists in this study express a positive desire to be a part of succession planning programs expressing a positive attitude towards the program. The results indicate that retention will be enhanced. Furthermore, the impact of succession planning will enhance motivation, increase job satisfaction, develop and retain talented employees. The intangible characteristics of succession planning programs may deter investments. However, the positive impact on institutional productivity and sustainability are certainly worthwhile. Recommendations for the Department of Health were suggested including future research.