The effect of succession plan on organizational performance: at ministry of revenues jimma branch office, Ethiopia

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.