The Impact of Succession Planning for Business Survival : A Case of Kwalita Business Consultants , Johannesburg ( South Africa )

Chisoro, Clever; Lowan, Vongani

doi:10.12816/0028282

Cited by 5 publications

(6 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…It indicates that succession planning has a positive impact on return on assets. This finding is consistent with the findings of Lowan and Chisoro (2016). Similarly, the beta coefficients for training and development is positive with return on assets.…”

Section: Regression Analysissupporting

confidence: 91%

“…Prestera (2014) observed that succession planning offers a long-term commitment to workers by creating a firm's culture. Lowan and Chisoro (2016) revealed a positive relationship between job rotation and profitability of the banks. Likewise, Holbeche (2012) revealed a positive relationship between organization culture and profitability of the banks.…”

Section: Introductionmentioning

confidence: 94%

“…This is considered to be one of the important fields for the study of human resource management in particular and organizational management in general. Lowan and Chisoro (2016) identified a range of benefits to succession planning including increased opportunities for availing high potential workers, identification of replacement needs, training and education for employee development and increasing the talent pool of promotable employees. It helps individuals realize their career plans within the organization and improves employee morale and their ability to respond to changing environment.…”

Section: Statement Of Problemmentioning

confidence: 99%

See 2 more Smart Citations

Impact of succession planning practices on the profitability of Nepalese commercial banks

Simkhada

2023

103

View full text Add to dashboard Cite

This study examines the impact of succession planning practices on the return on assets (RoA) of Nepalese commercial banks. The RoA was taken from the annual report of 20 commercial banks for the year 2020. Structured questionnaires were administered to examine the opinions of the respondents regarding succession planning practices. This study has employed descriptive and causal comparative research designs to deal with the fundamental issues associated with the various influencing factors of succession planning in Nepalese commercial banks. The total number of observations for the study consists of 140 respondents mainly working in the human resource department of those banks. The regression model is estimated to test the significance and effect of succession planning practices on profitability. The study revealed that human resource planning, succession planning, training and development, job rotation and organization culture have positive impact on return on assets. It indicates that higher the human resource planning, succession planning, training and development, job rotation and organization culture higher will be the RoA. However, favoritism and nepotism have a negative impact on return on assets. It implies that increase in favoritism and nepotism in an organization leads to decrease in return on assets. The study concluded that succession planning is very important to increase the level of profitability of Nepalese commercial banks. The study identified that out of six independent variables only job rotation and organization culture have significant and positive association with RoA in Nepalese commercial banks.

show abstract

Section: Regression Analysissupporting

confidence: 91%

Section: Introductionmentioning

confidence: 94%

Section: Statement Of Problemmentioning

confidence: 99%

See 1 more Smart Citation

Impact of succession planning practices on the profitability of Nepalese commercial banks

Simkhada

2023

103

View full text Add to dashboard Cite

show abstract

“…The coefficient outcomes provided in Table 15 has shown that human resource strategy has a significant influence towards succession planning of the Kenyan state corporations in that, a unit change in human resource strategy tends to improve the process of succession planning by a margin of 62% given a coefficient value of .620 (t = 9.036, p = .000) The construct of human resource strategy has revealed a significant influence towards succession planning individually. The findings are in support of that of Lowan and Chisoro (2016) whose study revealed that succession planning helps individuals realize their career plans within the organization improves employee morale and their ability to respond to changing environmental demands as well as aiding with downsizing.…”

Section: Succession Planning and Human Resource Strategysupporting

confidence: 83%

Factors Influencing Succession Planning in Regulatory State Corporations, Kenya

NDIRANGU,

NZULWA (PhD),

OMWENGA (PhD)

2021

strategicjournals.com

View full text Add to dashboard Cite

Succession planning is advanced as key to identifying critical positions within the organization and developing strategies for individuals to take up the positions for competitiveness. State corporations in Kenya are designated to promote national development and effectual service delivery to the citizens. However, effective succession planning remains a key challenge in state corporations. The study was guided by two objectives including: to establish how human resource strategy influenced succession planning in regulatory state corporations in Kenya, and ultimately, to determine how the organization culture influenced succession planning in regulatory state corporations in Kenya. A Census method was adopted for all the 26 regulatory state corporations where the study focused on a human resource manager and one person heading each unit in regulatory state corporations in Kenya totaling to 52 respondents. Data was collected using a semistructured questionnaire. Descriptive statistics and simple regression analysis were deployed in analysis. The findings revealed that organizational culture together with human resource strategy had a significant influence on succession planning. It was therefore recommended that effective succession planning should incorporate both a viable human resource strategy and a progressive organizational culture.

show abstract

“…This has endangered the efforts and spirit of succession planning in the organisations within the country (Yanney, 2017). Lowan and Chisoro (2016) further observed that one of the major drawbacks in establishing a succession plan in developing countries is the lack of support from top company executives. Citing the example of corporate politics, Lowan and Chisoro (2016) indicating that instead of supporting a system approach to succession planning using career development opportunities, top managers rather use the corporate ladder to promote friends and allies, while punishing enemies, regardless of talent or qualifications.…”

Section: Introductionmentioning

confidence: 99%

Succession planning, employee retention and career development programmes in selected organisations in Ghana

Tetteh¹,

Asumeng²

2022

Afr. J. Man. Research

View full text Add to dashboard Cite

This paper examined the relationship between succession planning and employee retention, as well as the moderating role of career development program on the relationship between succession planning and employee retention. Using the cross-sectional design, 188 employees were conveniently sampled from four corporate organisations in Ghana to complete questionnaires on succession planning, employee retention and career development. The Hierarchical Multiple Regression was used to test the hypotheses. The results indicated that succession planning significantly predicted employee retention. Career development programmes also moderated the relationship. The results suggest that, the influence of succession planning on employee retention was moderated by career development programmes, such that, succession planning has more significant influence on employee retention when career development programmes are high rather than low. The study recommends the need for managers to develop strategic innovation in career development programmes to train and develop employees to enhance succession planning and employee retention in their organisations.

show abstract

The Impact of Succession Planning for Business Survival : A Case of Kwalita Business Consultants , Johannesburg ( South Africa )

Cited by 5 publications

References 0 publications

Impact of succession planning practices on the profitability of Nepalese commercial banks

Impact of succession planning practices on the profitability of Nepalese commercial banks

Factors Influencing Succession Planning in Regulatory State Corporations, Kenya

Succession planning, employee retention and career development programmes in selected organisations in Ghana

Contact Info

Product

Resources

About