Effect of Succession Planning on Organization Performance: A Case of World Vision in Mbale
| dc.contributor.author | Emmanuel Ojilong | |
| dc.date.accessioned | 2024-09-25T07:04:16Z | |
| dc.date.available | 2024-09-25T07:04:16Z | |
| dc.date.issued | 2024-08-30 | |
| dc.description | Postgraduate Research | |
| dc.description.abstract | This study sought to analyze the effect of succession planning on organization performance, with a specific focus on world vision in Mbale. The research questions that guided the study included talent management impact on World vision’s performance, existing succession planning processes on World vision’s performance, effects of skills and competencies gap analysis in World Vision. Descriptive research design was used in this study. This study used descriptive statistics to analyze the data that was obtained from the field. Regression and correlation analysis were used to determine the nature and the strength of the relationship between the independent and the dependent variables. The results of the study were presented using figures and tables. The study showed that world vision had a systematic approach to attract and retain high performing employees, achieved through talent management which promoted the workforce efficiency and productivity within the NGO. The NGO used coaching practices to assist employees to meet organizational goals, and to enhance the performance of its employees. The study revealed that succession planning processes at the NGO involved preparing for change in leadership, and it ensured that high performing employees were retained and rewarded. Individual employee career goals and objectives were important to the NGO’s succession planning, because it identified key attributes that were essential for leadership development in critical roles. The NGO however, faced barriers to its succession planning and leadership development, even though it focused on its sustainability. The study showed that the NGO had the ability to identify the skill levels and competencies of workers who could meet its requirements, and as a result, its credibility had been adversely impacted by its employees’ skills and competencies. The leadership team of the NGO encouraged employees to participate in decision-making for the benefit of the NGO, as well as playing a fundamental role in building leadership capacity by developing and preparing high potential employees for now and the future. On talent management, the study concludes that the NGO had measures in place that encouraged employees to remain in the organization for the optimal period of time, and its compensation plan was considered an effective technique and utilization of knowledge acquired by the NGO had been used to transform its potential capabilities to realize and dynamic capabilities. The study recommends the managers of World vision to create retention programs for the firm. On skill gap and competency analysis, the study recommends World vision metrics such as employee turnover rates, engagement levels, and training effectiveness that are pivotal in shaping strategic organisation interventions in increased performance through succession planning. | |
| dc.identifier.uri | http://hdl.handle.net/20.500.11951/1408 | |
| dc.language.iso | en | |
| dc.publisher | Uganda Christian University | |
| dc.title | Effect of Succession Planning on Organization Performance: A Case of World Vision in Mbale | |
| dc.type | Thesis |