Abstract:
The general objective of the study was to assess The Effect of Succession Plan on
Organizational Performance: At Ministry of Revenues: The Case of Jimma Branch Office,
Ethiopia. This study adopts both descriptive and explanatory research design. Primary data
were used and this study employed a quantitative approach. The data for the study were
collected using questionnaire. The target population was 142 employees Ministry of
Revenues Jimma Branch. Data were analyzed using descriptive statistics. The descriptive
statics parts of the variables were analyzed using means, standard deviation, percentage and
Pearson correlation and multiple regression to determine the influence of independent
variables on the dependent variable. Statistical Package for Social Sciences (SPSS) software
was used to analyze the data. The overall response the findings indicate that the Poor
training and development opportunity and my input is not appreciated has a negative effect
on the organizational performance. The internal retention has ability to motivate and
retaining key employees and internal retention has positive effect on the performance has a
positive effect on the Organizational performance. Also the overall response indicates that
the sufficient talent positions in the organization, ability to motivated and retain key
employees, Most Helpful in Preparing Employees for Promotional Opportunities and
succession planning will affect the professional Development of employees of positive effect
on the Organizational performance. Regression and correlation analysis to test the
relationship between the study variables significant positive relationship for each other’s,
very strongly, positively correlates with each other’s and significance. The study therefore
concluded that succession planning is an important Organization strategy which every
Organization should embrace in order to understand Organization success. Furthermore, the
recommendations of formulate a clear succession planning process and talent pools provides
adequate training, in adequate reward and recognition and Organization if used employees
stronger externally observable and experts to act as mentors and coaches and given that
bench strength readiness positively relates to organizational performance. To ensure that
they have an adequate human resource pool ready for promotion focuses on sufficient talent
position in the organization, related to current position. Prepares Bench Strength Employees
for Promotional opportunities.
