Select Currency
Translate this page

EFFECTS OF SUCCESSION PLANNING ON ORGANIZATIONAL PERFORMANCE

Format: MS WORD  |  Chapter: 1-5  |  Pages: 75  |  821 Users found this project useful  |  Price NGN3,000

GET THE COMPLETE PROJECT

EFFECTS OF SUCCESSION PLANNING ON ORGANIZATIONAL PERFORMANCE

 

CHAPTER ONE

INTRODUCTION

1.1       Background of the Study

Whether public or private, the organization’s survival is based on its ability to bring on board and sustain high quality workforce over a period of time. Many organisations are currently facing mounting pressures to ensure their sustainability, flexibility, and responsiveness to the increasing uncertainty and limitations in the economic world. Ultimately, increased turbulence in the employment environment, characterized by organizational restructuring, funding uncertainties and increasing program complexities have substantial effects on the ways organisations respond to workforce replacement (Odhiambo, 2014). At a global level, succession planning in the recent past has received more attention not only as a concern for the management of human resources, but also as institutional strategic management component for ensuring performance and growth. In a survey by Rothwell (2010), top corporate companies revealed that the main reasons for having succession planning programmes are attributed to the challenge to maintain a pool of potential successors.

The rate of employee turnover in the changing and highly competitive business environment is on the increase in most organizations in the world today (Sullivancited in Stephen et al., 2013). This phenomenon has led to changes in workforce demographics, global competition, mergers, acquisition volumes, and technology that call for the act of developing a pool of talent to take up leadership responsibilities and push the businesses to the next level. Although some managers feel that the problem of high attrition rate is insignificant because of the high rate of unemployment, it is however threatening to add another impediment to the growth and survival of many firms (Pattanayak, 2005).

In Nigeria firms that undergo shrinking or close up do so because of lack of competent managers that are able to motivate employees to stay longer (Adewale, 2011). On the contrary, employee turnover can be quite expensive. Beside recruitment and selection expenses, the cost associated with creating new employee records in the human resource department, establishing payroll records in the accounting section and the provision of safety equipment are costs incurred when employees leave hence the need to manage succession planning properly (Woods, 1997). Succession planning represents a deliberate and systematic effort to ensure leadership continuity in key positions, retain and develop intellectual and knowledge capital within key employees for the future, encourage individual advancement, ensure the stability or “bench strength” of key personnel, provide an overarching approach to continue effective performance of the organization, and organize concerted programmes for the development, replacement, and leveraging of key people to ensure a deep talent pipeline (Schoonover, 2011).

1.2       Statement of the Problem

Every organization needs a process of anticipating and making provisions for the movement of people into, within and out of the organization. Organizations constantly face challenges which are not only associated with the perpetual evolving social, political and economic environment, but also with respect to rapid changing demographics of their workforce.  Today’s environments are changing rapidly that organizations are facing serious unpredictability and uncertainty, which sometimes causes instability in the business operations. In this unstable environment, organizations need to rely on the most important assets: their people. Organizations need to strategize on how to motivate and connect their employees in order to create competitive advantage that would ultimately lead to higher productivity. Organizations may consider methods like succession planning and management to promote their employees’knowledge, skills, talents, and capabilities to tackle problems created by the challenging environments.

In today’s dynamic world where competition is high, work is fluid, environment is unpredictable, organizations are flatter, and the organizational configuration frequently changes, the old view of succession planning by defining specific people for the specific job does not work. Nowadays, organizations need a group of high potential people at all levels of their organizations. Developing general competencies, creating flexibility and creating the leadership potential at all organizational levels is a wisely action in today’s organizations. It has been usually agreed that the purpose of researching is to identify a problem and provide adequate solution to such particular problem confronting the organization. This research therefore is expected to probe the likely problem associated with succession planning and organizational performance with a special reference to Flour Mills Nigeria Plc.

1.3   Objectives of the Study

The study will be conducted with the following objectives;

a. To investigate the effect of succession planning on organisational performance.

b. To explore the relationship between corporate leadership planning and organizational growth.

c. To examine if succession planning allows an organization to prepare for the absence of an individual.

d. To highlight the current challenges hindering corporate succession planning in Flour Mills Nigeria Plc.

1.4    Research Questions

The undertaking of this study will be guided by the following research questions:

1. Is succession planning a significant predictor of organisational performance?

2. What is the relationship between corporate leadership planning and organizational growth?

3.   Does succession planning allow an organization to prepare for the absence of an individual?

4.  What are the current challenges hindering corporate succession planning in Flour Mills Nigeria Plc? 

1.5   Research Hypotheses

The following hypotheses will be tested in the course of this study:

Hypothesis 1:

Ho: Succession planning is not a significant predictor of organisational      performance.

HI:Succession planning is a significant predictor of organisationl performance.

Hypothesis 2:

Ho: There is no significant relationship betweencorporate leadership planning and organizational growth

HI:There is a significant relationship betweencorporate leadership planning and organizational growth

GET THE COMPLETE PROJECT

EFFECTS OF SUCCESSION PLANNING ON ORGANIZATIONAL PERFORMANCE

Not The Topic You Are Looking For?



For Quick Help Chat with Us Now!

+234 814 010 7220

+233 55 385 5526


HOW TO GET THE COMPLETE PROJECT ON EFFECTS OF SUCCESSION PLANNING ON ORGANIZATIONAL PERFORMANCE INSTANTLY

  • Click on the Download Button above.
  • Select any option to get the complete project immediately.
  • Chat with Our Instant Help Desk on +234 814 010 7220 for further assistance.
  • All projects on our website are well researched by professionals with high level of professionalism.

Here's what our amazing customers are saying

Peace From Unilag
I cried not knowing how to go about my project but the day i searched online and saw iprojectmaster, i called and got my full project in less than 15minutes, i was shocked!
Excellent
JONNAH EHIS
Ajayi Crowther University, Oyo
I was scared at first when I saw your website but I decided to risk my last 3k and surprisingly I got my complete project in my email box instantly. This is so nice!!!
Excellent
Musa From Ahmadu Bello University
Thank you iprojectmaster for saving my life, please keep it up and may God continue to bless you people.
Excellent
Emmanuel Essential
Kogi state University
I actually took the risk,you know first time stuff But i was suprised i received as requested. I love you guys 🌟 🌟 🌟 🌟
Very Good
Oluchi From Michael Opara University
If you are a student and you have not used iprojectmaster materials, you are missing big time! iprojectmaster is the BEST
Excellent
Stancy M
Abia State University, Uturu
I did not see my project topic on your website so I decided to call your customer care number, the attention I got was epic! I got help from the beginning to the end of my project in just 3 days, they even taught me how to defend my project and I got a 'B' at the end. Thank you so much iprojectmaster, infact, I owe my graduating well today to you guys...
Excellent
Uduak From Uniuyo
IProjectMaster is the best project site for students. Their works are unique and free of plagiarism!
Excellent
Merry From BSU
I am now a graduate because of iprojectmaster.com, God Bless you guys for me.
Excellent
Gbadamosi Solomon Oluwabunmi
Lasu
Swift delivery within 9 minutes of payment. Thank you project master
Excellent
Dau Mohammed Kabiru
Kaduna State College of Education Gidan Waya
This is my first time..Your service is superb. But because I was pressed for time, I became jittery when I did not receive feedbackd. I will do more business with you and I will recommend you to my friends. Thank you.
Very Good

FREQUENTLY ASKED QUESTIONS

How do I get this complete project on EFFECTS OF SUCCESSION PLANNING ON ORGANIZATIONAL PERFORMANCE?

Simply click on the Download button above and follow the procedure stated.

I have a fresh topic that is not on your website. How do I go about it?

How fast can I get this complete project on EFFECTS OF SUCCESSION PLANNING ON ORGANIZATIONAL PERFORMANCE?

Within 15 minutes if you want this exact project topic without adjustment

Is it a complete research project or just materials?

It is a Complete Research Project i.e Chapters 1-5, Abstract, Table of Contents, Full References, Questionnaires / Secondary Data

What if I want to change the case study for EFFECTS OF SUCCESSION PLANNING ON ORGANIZATIONAL PERFORMANCE, What do i do?

Chat with Our Instant Help Desk Now: +234 814 010 7220 and you will be responded to immediately

How will I get my complete project?

Your Complete Project Material will be sent to your Email Address in Ms Word document format

Can I get my Complete Project through WhatsApp?

Yes! We can send your Complete Research Project to your WhatsApp Number

What if my Project Supervisor made some changes to a topic i picked from your website?

Call Our Instant Help Desk Now: +234 814 010 7220 and you will be responded to immediately

Do you assist students with Assignment and Project Proposal?

Yes! Call Our Instant Help Desk Now: +234 814 010 7220 and you will be responded to immediately

What if i do not have any project topic idea at all?

Smiles! We've Got You Covered. Chat with us on WhatsApp Now to Get Instant Help: +234 814 010 7220

How can i trust this site?

We are well aware of fraudulent activities that have been happening on the internet. It is regrettable, but hopefully declining. However, we wish to reinstate to our esteemed clients that we are genuine and duly registered with the Corporate Affairs Commission as "PRIMEDGE TECHNOLOGY". This site runs on Secure Sockets Layer (SSL), therefore all transactions on this site are HIGHLY secure and safe!