Succession planning, a tool for employee retention and organizational performance a case study of UEW

Abstract

This study examined the relationship between succession planning and employee retention, as well as the moderating effect of career development programs. Using the cross-sectional design, eighty-six employees were conveniently sampled from the University of Education, Winneba to complete questionnaires on succession planning, employee retention, career development and organizational performance. Hierarchical Multiple Regression was used to test the hypotheses. The results suggest that, succession planning significantly predicted employee retention and organizational performance. The result further indicated that, career development program significantly moderated the relationship between succession planning and employee retention. Career development program also significantly moderated the relationship between succession planning and organizational performance. The study recommends the need for managers to develop strategic innovation in career development programs to train and develop employees to enhance succession planning and employee retention in their organizations.