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

Year 2019, Volume: 11 Issue: 2, 48 - 64, 31.07.2019

Ms.n.a. Pita M. Dhurup

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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