An Evaluation of Succession Planning and Its Impact on Employee Performance: A Study of GTBank in Jigawa State
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Background of the Study
Succession planning is the process of identifying and developing potential leaders within an organization to ensure business continuity and minimize disruptions when key personnel leave or retire. It is a critical component of human resource management, especially for organizations with large workforces like GTBank, a leading financial institution in Nigeria. Succession planning enables organizations to prepare for future leadership needs by nurturing internal talent, reducing turnover, and maintaining organizational stability (Obi & Musa, 2023). GTBank, which has a significant presence in Jigawa State, has established succession planning strategies to ensure that the organization has a continuous supply of capable leaders.
Succession planning at GTBank involves identifying high-potential employees and providing them with the necessary training, mentorship, and career development opportunities to assume leadership positions in the future. Effective succession planning contributes to a smooth leadership transition, enhances employee motivation, and ensures that business operations are not disrupted by sudden leadership changes (Abubakar & Junaidu, 2024). However, despite the bank’s efforts, challenges remain in identifying the right candidates for succession and ensuring that the planning process is aligned with organizational goals and objectives.
This study will evaluate the impact of succession planning on employee performance at GTBank in Jigawa State, focusing on how succession planning contributes to the overall success of the bank and the development of high-performing employees.
Statement of the Problem
While GTBank has implemented succession planning initiatives, there is limited research on how these strategies influence employee performance, especially in Jigawa State. Without a clear understanding of the impact of succession planning, the bank may struggle to retain top talent and ensure that its future leadership needs are met. Additionally, a lack of effective succession planning can result in poor leadership transitions, low employee morale, and a decline in organizational performance. This study will assess the relationship between succession planning and employee performance at GTBank in Jigawa State, highlighting the challenges and benefits of these initiatives.
Objectives of the Study
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To evaluate the impact of succession planning on employee performance at GTBank in Jigawa State.
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To identify the key challenges faced by GTBank in implementing effective succession planning strategies.
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To recommend strategies for improving succession planning to enhance employee performance at GTBank.
Research Questions
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How does succession planning impact employee performance at GTBank in Jigawa State?
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What are the key challenges faced by GTBank in implementing succession planning strategies?
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How can GTBank improve its succession planning to enhance employee performance?
Research Hypotheses
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Effective succession planning positively impacts employee performance at GTBank in Jigawa State.
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A lack of alignment between succession planning and organizational goals negatively affects employee performance at GTBank in Jigawa State.
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Succession planning contributes to higher employee satisfaction and retention at GTBank in Jigawa State.
Scope and Limitations of the Study
The study will focus on GTBank employees in Jigawa State and evaluate the impact of succession planning on employee performance. Limitations include the potential unavailability of detailed succession planning data and the difficulty of measuring the long-term effects of succession planning on organizational performance.
Definitions of Terms
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Succession Planning: The process of identifying and developing potential leaders within an organization to ensure a smooth transition in leadership positions.
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Employee Performance: The level of productivity, efficiency, and job satisfaction demonstrated by employees in an organization.
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Leadership Development: The process of nurturing and preparing employees to take on leadership roles within the organization.
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