Succession planning: current practices and its influence on turnover intentions in a public service institution in South Africa

Abstract

This study examined succession planning, current practices and the relationship with turnover intentions within a public service organisation in South Africa. The study is located within a post-positive quantitative research paradigm using a structured questionnaire. The study was conducted on a sample of 243 public service employees using a probability sampling method. Data is analysed using the Statistical Package for Social Sciences (SPSS), through which descriptive analysis, exploratory factor analysis, correlations and regression analysis were computed. Two factors of succession planning, namely replacement planning and grooming (employee development) were extracted using exploratory factor analysis. Pearson’s correlation coefficient showed a significant negative association between the current replacement planning and grooming practices with turnover intentions. The regression analysis shows that the current replacement planning and employee grooming practices are significant predictors of turnover intention. Findings suggest that if succession planning is implemented appropriately and factors such as replacement planning and grooming (employee development) are taken into consideration, employees’ turnover intentions may be reduced. Clear, transparent and objective criteria should be set that will enable the public organisation to improve succession planning practices and counter turnover intentions.  

Keywords

• Succession planning,internal succession barriers,turnover intentions

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