The Effects of Succession Planning on Employee Retention
The Effects of Succession Planning on Employee Retention
By:
Faisal K. Qureishi, Iqra Univesity
Sana Yazdani, Iqra University
ABSTRACT
This study has been carried out to explore whether any relationship exists between Succession Planning and Employee Retention. The way information is circulated regarding the process of succession, plays a very important role in how the employees will perceive these changes and how they will react to them, which in turn will affect their job outcomes. For this purpose, four banks: SCB, RBS, MCB and UBL were chosen, taking 25 employees from each and collecting data through a structured questionnaire. For testing hypotheses the Correlation Model was used to identify the influenced factors based on the correlation value which is significant at the 0.05 level. The study found significant relationship between the independent variable i.e. Succession Planning and dependent variable i.e. Employee Retention. Therefore the researcher concluded that the way information regarding the Succession Planning was communicated to the employees has significant relationship with their behavioral outcomes. In fact the changes that are imposed on the employees after succession have a huge impact on their motivation and intention to continue the job.
1 INTRODUCTION
Statement of Problem
The problem being studied here is
“The Effect of Succession Planning on Employee Retention”
Objectives
Proper succession planning helps an employee to get their work done as well as to sustain the employees in the most effective and efficient manner. This study also highlighted that for any particular job what are the organizational commitment, job security, job content which leads to self-esteem, leadership and staying in the organization for a longer time period. The study is intended to answer the question of whether proper succession planning could mitigate the expected negative effects of retentions on employees.
The basic purpose of this research is
By:
Faisal K. Qureishi, Iqra Univesity
Sana Yazdani, Iqra University
ABSTRACT
This study has been carried out to explore whether any relationship exists between Succession Planning and Employee Retention. The way information is circulated regarding the process of succession, plays a very important role in how the employees will perceive these changes and how they will react to them, which in turn will affect their job outcomes. For this purpose, four banks: SCB, RBS, MCB and UBL were chosen, taking 25 employees from each and collecting data through a structured questionnaire. For testing hypotheses the Correlation Model was used to identify the influenced factors based on the correlation value which is significant at the 0.05 level. The study found significant relationship between the independent variable i.e. Succession Planning and dependent variable i.e. Employee Retention. Therefore the researcher concluded that the way information regarding the Succession Planning was communicated to the employees has significant relationship with their behavioral outcomes. In fact the changes that are imposed on the employees after succession have a huge impact on their motivation and intention to continue the job.
1 INTRODUCTION
Statement of Problem
The problem being studied here is
“The Effect of Succession Planning on Employee Retention”
Objectives
Proper succession planning helps an employee to get their work done as well as to sustain the employees in the most effective and efficient manner. This study also highlighted that for any particular job what are the organizational commitment, job security, job content which leads to self-esteem, leadership and staying in the organization for a longer time period. The study is intended to answer the question of whether proper succession planning could mitigate the expected negative effects of retentions on employees.
The basic purpose of this research is
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