Effect of Succession Planning Practices in Employee Retention in Kenya's Public Sector: A Case of Ministry of Interior and Coordination of National Government

Subscribe to access this work and thousands more

Succession planning (SP) and employee retention (ER) are mutually reinforcing. Meaning effective succession planning leads to employee retention, and that would, in turn, make the succession plan effective. However many organizations at times fail to engage in the activities that enhance their employee retention. This leads to employees’ turnover, ageing workforce, mismatch of skills, shortage of relevant skills and stagnation of staff. The general objective of this study will be to establish the effect of succession planning practices on employee’s retention in the Ministry of Interior and Coordination of National Government. Specifically, the objectives will be to establish whether career development, performance management, talent management and Induction Training have an effect on employee retention in the Ministry of Interior and Coordination of National Government. The study will be of significance to policy makers, scholars and academicians, administrator and the human resource professionals. The study will be anchored on the concept of Transformational leadership theory, Hierarchy of Needs theory and Two-factor theory. The conceptual framework will consist of both the dependent and independent variables. The independent variables will be career development, performance management, talent management and induction while the dependent variable will include employee retention.. The study population will consist of employees of the ministry of Interior and Coordination of National Government working within Kiambu County headquarters. The target population of the study will consist of 108 employees drawn from different departments. Self-administered close-ended questionnaire will be used as the main tool for primary data collection and will be administered to a total of 78 respondents. Stratified random sampling will be used to select respondents from different departments. The Likert scale research instrument will be used to generate quantitative data. The study will adopt descriptive research design by using quantitative research method.  Yamane (1967) formula was used to develop the target population. 

Subscribe to access this work and thousands more
Save
Overall Rating

0

5 Star
(0)
4 Star
(0)
3 Star
(0)
2 Star
(0)
1 Star
(0)
APA

John, K (2021). Effect of Succession Planning Practices in Employee Retention in Kenya's Public Sector: A Case of Ministry of Interior and Coordination of National Government. Afribary.com: Retrieved June 19, 2021, from https://afribary.com/works/1620455659222-research-proposal-chapter-1-3-1

MLA 8th

Kamaru, John. "Effect of Succession Planning Practices in Employee Retention in Kenya's Public Sector: A Case of Ministry of Interior and Coordination of National Government" Afribary.com. Afribary.com, 05 Jun. 2021, https://afribary.com/works/1620455659222-research-proposal-chapter-1-3-1 . Accessed 19 Jun. 2021.

MLA7

Kamaru, John. "Effect of Succession Planning Practices in Employee Retention in Kenya's Public Sector: A Case of Ministry of Interior and Coordination of National Government". Afribary.com, Afribary.com, 05 Jun. 2021. Web. 19 Jun. 2021. < https://afribary.com/works/1620455659222-research-proposal-chapter-1-3-1 >.

Chicago

Kamaru, John. "Effect of Succession Planning Practices in Employee Retention in Kenya's Public Sector: A Case of Ministry of Interior and Coordination of National Government" Afribary.com (2021). Accessed June 19, 2021. https://afribary.com/works/1620455659222-research-proposal-chapter-1-3-1