SUCCESSION PLANNING AND ITS IMPACT ON ORGANIZATIONAL SURVIVAL

Ogbari , M. E. and Akinyele, F.A. and Dibia, K. (2015) SUCCESSION PLANNING AND ITS IMPACT ON ORGANIZATIONAL SURVIVAL. JORIND, 13 (2). ISSN 1596-8303

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Abstract

One important outcome of human resource planning is succession planning, which is a “process of identifying a long-term plan for the orderly replacement of key employees”. The study examines the effect of succession planning and its impact on organizational survival. The purpose of the study is to find out the effect of succession planning on organizational survival: Empirical evidence of Covenant University. The data required for this study was gathered through the instrument of questionnaire, and personal interview. Fifty (50) copies of questionnaires were administered out of which forty-one (41) copies were retrieved and collated for the analysis representing 82%.However, the focus of the study were top and middle level management. The study adopted both survey and cross –sectional research design. To achieve the objectives of the study, four hypotheses were formulated from the structure of research questions. Pearson correlation coefficient was used for testing these hypotheses. The result shows that there is a significant impact of succession planning on organizational survival. This finding details processes for transferring institutional knowledge and preserving institutional memory, and hence organizational survival. The study confirms that there is a positive impact of career development on organizational survival in Covenant University. Hence employees perceived the need for career development as a requirement for advancement, and meeting the succession needs of the institution, thereby ensuring the perpetuity and survival of the institution. The study recommends that:(i) that the management of the institution place more emphasis on talent management, so as to foster organizational survival, (ii) key importance and concern should be given to career development of employees in the institution, by all parties involved; the employer (Covenant University) and its employees, because of its significant impact on organizational survival. , and (iii) the institution should endeavour to support mentoring; a mentoring culture should exist within the institution and its human capital or workforce, so that the institution would be able to compete and survive with the demands of this 21st century.

Item Type:	Article
Uncontrolled Keywords:	Succession, planning, survival, mentoring, employees
Subjects:	H Social Sciences > H Social Sciences (General)
Divisions:	Faculty of Law, Arts and Social Sciences > School of Management
Depositing User:	Mrs Hannah Akinwumi
Date Deposited:	31 Aug 2016 13:45
Last Modified:	31 Aug 2016 13:45
URI:	http://eprints.covenantuniversity.edu.ng/id/eprint/7057

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