THE IMPACT OF MANAGEMENT SUCCESSION IN AN ORGANIZATION GOAL ATTAINMENT (A STUDY OF ENUGU STATE HOUSING DEVELOPMENT CORPORATION)

ABSTRACT

The succession process is probably the most crucial and critical phase in the life cycle of an organization. The future performance of any company is dependent on the thoroughness and Vigor of succession planning. When long term employees leave, they take with them a wealth of knowledge that cannot be learned simply by reading a manual. The transfer of knowledge and experience needs to happen before they leave. The purpose of this study therefore was to establish the impact of management succession in an organization goal attainment (a study of Enugu Housing Corporation Nigeria). The objectives of the study was to determine the extent human resource planning practices influence management succession in Enugu Housing Corporation, the second objective was to determine how career development practices influence of management succession in Enugu State Housing Corporation and the third objective examine the impact of employee performance appraisal on management succession in Enugu State Housing Corporation. The study adopted a descriptive survey research design. The targeted population consisted of general and management staff of nine departments in the corporation with a total of 480 employees. A sample size of 214employees was drawn from the population. The study used purposive and stratified sampling to sample nine departments from which simple random sampling was used to get the sample size. Data was collected from participants using a structured, presented self-administered questionnaire for both general and management staff. Quantitative data was analyzed in form of descriptive statistics (frequencies, percentage, mean and range) using statistical package for social science (SPSS) computer software version 19 and presented in textual form and tables. Open ended question were analyzed quantitatively through content and context analysis; the researcher read through the responses, identified key themes and generated discussion around them. Regression analysis was used to establish the impact of management succession in an organization goal attainment. The study found that there is significant and a strong positive relationship (r = 0.794) between human resource planning practices and management succession of Enugu Housing Corporation X2 (4,204) = 173.290, p = 0.000. The study also established that there is a significant relationship between career development practices and management succession of Enugu Housing Corporation X2 (6,204) = 106.746 P = 0.000. The relationship is positive and is fairly strong (r. 523). The study further established that there is a significant relationship between employee performance appraisal and management succession in Enugu Housing Corporation X2 (4, 204) = 38. 751,P = 0.000. It was found that the relationship was a positive one but very weak (r = 0.014). The researcher concludes that human resource planning, career development and performance appraisals are key in enhancing management succession. The study recommends that there is need for the corporation to have documented human resource place as well as mechanisms to operationalize them, there is need for top management to be sensitized on the potential influence of human resource planning and organizational performance to win their commitment and support, there is need for the corporation to develop career development guidelines and have each and every employee development meaningful individual accountability plans and that organizations should support their employees in identifying their learning needs and goals and selecting suitable learning strategies. This study would be significant to organizations in assessing their current HR management policies and practices, identifying goals and developing solutions to fill those gaps.

CHAPTER 1

• BACKGROUND OF THE STUDY

Enugu state Housing Corporation is an offshoot of the former Eastern Nigeria housing development corporation in 1962 and now the eastern Nigeria housing development corporation has metamorphosed into east central state housing development Authority, Anambra state Housing Corporation and presently Enugu state development corporation. On 27 August 1991, Enugu was created thus necessitating the establishment corporation through the applicable law of the Anambra state housing development edict no 10 of 1976. At inception, the main objective of then the regional government of Nigeria in establishing Housing Development Corporation was to provide houses for the general public. This manifested in the development of housing estate strategy. To date, the Enugu State Housing Development Corporation has presently established both by inheritance and by its own efforts has the following estates to its credit.

1. Riverside Housing Estate Uwani Enugu
2. Real Estate Uwani Enugu
3. Trans Ekulu Housing
4. Republic layout housing Estate Enugu
5. Satellite Ugwuoba Oji river local government
6. Harmony Estate, Umuchigbo, Nike Enugu
7. Abakpa Housing Estate Enugu
8. Ebeano Housing Estate Enugu
   • STATEMENT OF THE PROBLEM

Though organizations are increasingly acknowledging the critical role of succession planning prior to exit of executives few have plans in place to guide them through the process and as a result decline in organizational performance has often been realized during transition Santora (2004 ) Housing corporations are perceived to have lagged behind in institutionalizing succession plans as part of their strategies to deal with the aforementioned transition and therefore risk losing experience information and identity in the long run Rothwell (2011). Although research has established the importance of proper succession planning . Many firms continue to operate without a formal succession plan. Recent studies by Anjai (2010), pointed out that it is estimated that by the year 2011, most global organization would lose to percent of their executives, leaving a vacuum that had to be filled while it may not have received as much attention in the general management. Literature as one might expect, it is unarguably a critical issue for any corporation, team or individual to consider how it plans for the future. This is further evidenced with numerous positions advertised to be filled up.

Despite the urgent need for succession planning, it has not been fully embraced especially by Housing Corporation. This is a clear indication that succession plans are unavoidable as organization keep to struggle with creating a formal process aimed at identifying, developing and retaining a high potential pool of workforce within the organization to maintain organization performance that allow smooth transition of responsibilities. This study therefore sought to contribute to the body of knowledge by integrating the theories and available evidence to offer a detailed and informed insight into the current state of practice of succession planning by Housing corporation to enhance organization success. It is against the background of study sought to establish the impact of management succession in an organization goal attainment in Enugu State Housing Corporation, Nigeria.

• PURPOSE OF THE STUDY

The purpose of this study was to establish the impact of management succession in an organization goal attainment in Enugu state Housing Corporation, Nigeria.

• SIGNIFICANCE OF THE STUDY

This study is significant in various ways, first to the researcher as a prerequisite in fulfilling the requirement for the award of Higher national diploma (HND) in Business Administration Federal Polytechnic Oko.

Second to organization in assessing and evaluating their current HR management policies and practices, identifying gaps and developing solutions to filling these gaps. Succession planning, when aligned with organization needs, can be used as a key element of a human resource strategy to build customized, practice career development for talented individuals who can properly fill the gaps left by other employees. Clearly defined criteria for advancement, linked with concrete development opportunities that are aligned with corporate culture, provide employees with an unambiguous indication of what the organization values and reward in terms of a job satisfaction and career progression. The study would further help management staff in identifying where their skills and knowledge  to implement HR management policies and practices may be limited or missing. It would be helpful to current and future employees in assessing how the organization supports their work and career. To Housing corporations in Nigeria, this study would provide important information useful in gauging the sustainability and effectiveness and also acts as a basis for providing a clear link to the public and the community to understand how a housing corporation works with their employees to achieve results.

• RESEARCH QUESTIONS

The study was guided by the following research questions.

1. To what extent do human resource planning practices influence impact of management succession in Enugu state Housing Corporation?
2. How do career development practices influence impact of management succession in Enugu state Housing Corporation?
3. What is the impact of employee performance appraisal in impact of management succession in Enugu state Housing Corporation?
   • STUDY HYPOTHESIS

The study tested the following null hypothesis

1. H_O: There is no significant relationship between human resource planning practices and management succession in Enugu state Housing Corporation.
2. H_O: There is no significant relationship between career development practices and management succession in Enugu state Housing Corporation.
3. H_O: There is no significant relationship between employee performance appraisal and management succession in Enugu state Housing Corporation.

• SCOPE / DELIMITATION OF THE STUDY

The scope of any study defines the area of coverage (Aigbohaevboles and Ofanson 2006). This research is restricted to only Housing Corporation in Nigeria.

• DEFINITION OF TERMS

1. Succession planning: Succession planning is the process of identifying the key leadership positions within each department and developing employees within the corporations to assume these positions.
2. Organization Performance: An analysis of housing corporation organizations as compared to goals and objectives of fitting the gap lift by the other employees who have left organization for whatever reasons.
3. Human resources planning: The ongoing process of systematic planning to achieve optimum use of an organizations most valuable asset. Its human resources. It’s the process of anticipating and making provision for the movement of people into, within and out of the organization.
4. Career development: this is when individuals manage their careers within and between organizations.
5. Performance Appraisal: A performance appraisal is an evaluation and grading exercise undertaken by an organization on all its employees either at times or annually, on the outcomes of performances based on the job content, job requirement and personal behavior in the position so as to determine who needs training and who will be promoted, demoted, retained or fired.
6. Organization Structure: Organization structure refers to the way in which organization activities are divided, organized and co-ordinate.
7. Training: Training is the systematic modification of behavior through learning which occurs as a result of education, development & planned experience.
8. Succession plan: It is a document that shows management positions in the corporation
9. The name of present job holders
10. Estimated date he will leave

• Name, experience of person in the corporation who will succeed him

9. Management development: it is career planning for increasing the effectiveness of individuals and meeting the needs of the organization.
10. Management succession: It is a process of assessing management needs and hierarchy in future of Enugu State Housing Corporation and the ensuring that there is junior managers able to succeed senior managers.
11. Executive development: It is the early identification and development of executive talents for more effective utilization of those judged to have high and unlimited potential for senior corporate responsibilities.
12. Manpower inventory: It refers to manpower records and a constant review of such records in anticipation of future management needs.
13. Age structure: It refers to the distribution of age with the corporation.
14. Environmental factors: Refers to such factors as economic condition, climate, natural resources, customs, habits, polities, intrigues and power tussle among the various in Enugu.
15. Qualification: This refers to the required credential in other to succeed a top manager in the corporation.

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