Ibrahim Khalil ID 1915216660 HRM 602 PDF

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Research Report On Succession Planning helps to boost employee engagement through career development.

Submitted to: Dr. Kamal Uddin Ahmed School of Business & Economics North South University

Human Resource Planning and Staffing (HRM 602) Section: 01

Submitted by: Ibrahim Khalil ID: 1915216660

Submitted on: 15th January 2021

Succession Planning helps to boost employee engagement through career development.

Letter of Transmittal

15th January 2021 Dr. Kamal Uddin Ahmed School of Business & Economics North South University

Subject: Submission of Research Report.

Dear Sir, I am hereby submitting my research report, which is a part of the MBA Program curriculum. It is a great honor to work under your active support and supervision. This report is based on, “Succession Planning helps to boost employee engagement through career development.” I have got the opportunity to prepare this report doing secondary research. To prepare this report I have collected the most relevant information to make this report more logical and reliable. I have tried my best to achieve the objectives of the report and hope that my effort will serve the purpose.

I will be grateful if you are kind enough to enlighten me by providing your valuable judgment regarding this report. It would be my huge pleasure if you find this report useful and informative to have an apparent perspective on the issue. Thank you for your concentration and patience.

Sincerely Yours,

Ibrahim Khalil ID: 1915216660

Acknowledgment I am grateful to many individuals for completing the research report successfully. First of all, I wish to express my gratitude to the almighty Allah for giving me the strength to perform my responsibilities and complete the report within the stipulated time. I am deeply indebted to my University Advisor Dr. Kamal Uddin Ahmed, School of Business & Economics, North South University for his whole-hearted supervision. It would have been very difficult to prepare this report up to this mark without the guidance. My gratitude goes to the entire School of Business & Economics, North South University for arranging this Course Program that facilitates the integration of research knowledge.

Although completing the whole report was not easy. I had to concentrate on my job and collect information for my report at the same time, which was a little bit challenging for me. However, I tried my best to complete the report meaningfully and hopeful, this will help the organizations and assist in further research. Last but not the least; I would like to convey my gratitude to Fazlay Rabbi for helping me in furnishing the report. Moreover, I would also like to express my gratitude to my friends, classmates, and NSU MBA Club members who gave me good advice, suggestions, inspiration, and support.

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Executive Summary The report is the reflection of learning and observation acquired from that Human Resource Planning and Staffing course. In the organization, employees should be a part of the succession plan. This report will focus on boost employee engagement in the organization through career development by succession planning. Besides, boosting employee engagement, succession planning plays a significant role in the organization. Organizations need to link the relationship of career development to boost employee engagement because these are the employees who make business organizations successful and help to achieve goals. Moreover, succession planning helps to get more involved and productive employees with improving performances. It creates benefits that incorporate a low turnover rate of employees, filling executive positions inside, driving employee satisfaction, and the early distinguishing proof of potential leaders. It should not only consider skills into account but also employee engagement by succession planning. Preparing for talent gaps from both promotions and departures by succession planning. It helps managers think about their team balance if the employee leaves, whether they move to another internal position or an alternate organization. Succession planning starts with career pathing, to align the employee’s interests and career objectives with the organization’s future requirements. This is a strong opportunity to be a strategic advisor, and give direction on whether the skills needed can be bought or created. Besides, career development and succession planning should be done to connect with existing employees. An effective succession planning depends on retaining high potential talent and developing those employees so they are prepared to fill key roles.

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Table of Contents 1.0

INTRODUCTION .............................................................................................................. 1

1.1

Background of the Study ................................................................................................. 1

1.2

Problem Statement ........................................................................................................... 1

1.3

Objectives ......................................................................................................................... 2

1.3.1

Broad objectives........................................................................................................ 2

1.3.2

Specific objectives .................................................................................................... 2

1.4

Scopes and Limitations .................................................................................................... 2

1.4.1

Scopes of the report: ................................................................................................. 2

1.4.2

Limitations of the report ........................................................................................... 3

2.0

LITERATURE REVIEW AND HYPOTHESES ................................................................ 3

2.1

Literature Review ............................................................................................................. 3

2.2

Hypotheses ....................................................................................................................... 5

3.0 3.1

METHODOLOGY .............................................................................................................. 5 Data Collection................................................................................................................. 5

4.0

FINDINGS ........................................................................................................................... 6

5.0

CONCLUSIONS AND RECOMMENDATIONS .............................................................. 7

5.1

Conclusions ...................................................................................................................... 7

5.2

Recommendations ............................................................................................................ 8

References ................................................................................................................................. 10

1.0

INTRODUCTION

1.1

Background of the Study

As the world progress towards globalization, the business environment is changing rapidly in this era and it made the business units adopt succession planning to compete in their industries and to make them successful. The impact of succession planning on employee engagement has been the concentrated research area in the recent past and a lot of studies have been conducted to validate this relationship. These studies found a positive relationship between almost succession planning and employee engagement to develop their career.

Researchers conducted researches determining the relationship between Succession Planning and Employee Engagement in developed countries but few types of research have been conducted in developing countries. Succession planning is just as important for the future of the organization as it is for employee engagement and retention. In today’s competitive talent environment we can’t always hire the people our business needs to succeed. The demand for skilled talent and leaders often exceeds the supply. Developing talented employees internally helps to build a strong internal candidate pool with the skill and culture-fit we need for most mission-critical positions.

1.2

Problem Statement

One of the most discussed subjects in human resources these days is whether or not to tell employees they’re a part of the succession plan. There is an unquestionably positive and negative side to consider. It’s a well-known fact that tells employees they’re a part of the succession plan. Plans changes consistently, for a similar explanation it should tell employees they’re a part of the succession plan, a company should review and update their plan consistently. Employees need to become tied up with being a part of the plan. It doesn’t make good business sense to build up a professional plan that the employee would not like to seek after. Employees should be accountable for their future, just because an employee is part of the plan doesn’t mean they can’t be taken out of the plan. Employees need to be responsible for accomplishing their career objectives on the off chance that they need to remain in the succession plan. Understanding the apprehension of telling an employee they’re essential of the succession plan and afterward the mistake of revealing to them they’re not. But weigh that against not telling the employee and 1

having them leave for a situation with another organization with more opportunity. In case, still reluctant to tell employees they’re part of the plan, one choice to consider is talent pools. Employees realize they’re being prepped for future chances yet the particulars haven’t been identified at this point. Being a part of the organization's succession plan is an honor that acquired with work and dedication

1.3

Objectives

1.3.1 Broad objectives The purpose of this study is to explore the impact of Succession Planning on employee engagement in organizations. The significance of this research study is in it can contribute to knowledge and literature. To find out the relationship between succession planning and employee engagement in the organization. This report helps to gain knowledge on this topic related to the Human Resource Planning and Staffing course. This is one of the major courses of HRM under the MBA program at North South University.

1.3.2 Specific objectives

1.4



Select the right approach for the organization's Succession Plan.



Analyze the organization's current business state and its employee engagement.



Analyze an organization's future business state and its employee engagement.



Execute and evaluate an organization's succession planning.

Scopes and Limitations

1.4.1 Scopes of the report: This report will focus mainly on boost employee engagement in the organization through the career development of succession planning. To boost employee engagement, succession planning plays a significant role in any kind of organization. The relationship of career development to boost employee engagement is very important for organizations because these are the employees who make business organizations successful and help to achieve goals. This study will provide suitable information and knowledge for the importance of succession planning for getting more involved and productive employees with improving performances. Also contributing valuable information to the existing observed

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knowledge about the link of succession planning and boosting employee engagement through career development.

1.4.2 Limitations of the report: Although this research was carefully prepared. Every research has its limitation and as far as the limitation is concerned it is sometimes beyond compare to the research itself and does not differ from my work also. There were some limitations and obstacles that I have faced during preparing this report. The main difficult part was to collect the necessary information online. There were some unavoidable limitations and those are given below: 

Time constraint: First of all, the research was conducted in one month and that was not enough time for conducting fruitful research.



Limitations of sufficient resources: If I talk about secondary resources then I have to say I did not get enough information on the internet about these kinds of topics that would greatly need for conducting my research.



Limitations of discussions: This type of research needs knowledge, experience, the skill must, and as I don’t have enough knowledge, experience, and skill, I have faced some problems conducting the research.

Those are the limitations I faced while conducting the research. I think that these limitations can be a good source to conduct further research for a researcher who is enthusiastic to conduct this type of research. Also, sometimes it was very hard to get all the necessary data in hand, but I tried to make it look as organized as possible.

2.0

LITERATURE REVIEW AND HYPOTHESES

2.1

Literature Review

Succession planning focuses on employee development and retention. Job satisfaction and job engagement are two important components that provide actionable insights into the workforce. Besides, applying these concepts correctly provides opportunities to foster an innovative culture, boost performance, and increase competitive success. The relationship between succession planning, job engagement to highlight the potential connection and importance of succession planning in reinforcing engagement. Consequently, there is a positive correlation between succession planning and job engagement independently. (Badawy 2016) 3

Succession planning relates to employee performance and assesses whether career development and performance appraisal mediate this relationship. Also, succession planning had a significant, positive relationship with employee performance, and both career development and performance appraisal mediated the relationship. By identifying the relationship between succession planning and employee performance, if the management builds a pool of skilled employees through succession planning and performance management, it can ameliorate inappropriate appointments in response to sudden vacancies and retirement of employees. (Ali 2019)

According to social exchange theory, succession planning influences the worker’s perception of their development as social exchange, and it will further influence other worker behaviors, such as employee performance. Thus, the goal of this study was to investigate the role of career development and performance appraisal as a social exchange process in the relationship between succession planning and employee performance. Succession planning is an emerging concept that needs more research to investigate its relationship with the employee and organizational outcomes (Rezaei & Beyerlein, 2018; Sweeney, 2013).

Khilji (2006) developed human resource management models but did not include the important development tool of succession planning to improve the individual’s organizational performance. Moreover, nobody has examined the mediation processes of career development and performance appraisal in the relationship between succession planning and employee performance. To fill this gap, the present study investigated how succession planning directly and/or indirectly related to boost employee engagement.

Globally, Succession planning is the hottest topic today. Rothwell (2001) defines Succession Planning as a systematic process that is carried out especially for the continuity in key leadership positions, to retain and develop the future intellectual capital of the organization. The process of Succession Planning should be strategically aligned with the organization’s vision and it should help provide a crucial starting point for leadership and employee development programs in an organization.

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The impact of succession planning on employee engagement in the organization, for those academics researching in this area, with specific attention given to the role of Talent management in a current global environment. There is a significant relationship between effective succession planning and employee engagement. The key findings emerging on effective Succession Planning, which will help in developing effective leadership and the role of that leadership as the most important enabler of employee engagement to the job, organization, and teams. (Gulzar & Durrani, 2014)

2.2

Hypotheses

Employee job-related attitudes and behaviors have been the focus of study for many years. These are important to organizational success and sufficiency. The main focus on how productive and involved the employees will be in their job as well as their longevity with the organization. On the other hand, succession planning may have a direct relationship with job engagement and career development.

H1

There is a positive relationship between employee engagement and career development.

H2

There is a positive relationship between succession planning and employee engagement.

H3

There is a positive relationship between succession planning and career development.

3.0

METHODOLOGY

3.1

Data Collection

I have used secondary resources to complete this report. Secondary research is mostly the starting point of systematic investigation as it provides the researcher with a background of existing research efforts while finding out knowledge gaps to be filled. Secondary research is not fully helpful towards solving a specific problem rather, it provides general information that can prove useful for further research. Moreover, I had a tough time collecting secondary data. Secondary research helps us to access sources of secondary data like online libraries, archives, and peer-reviewed journals. I could not find basic work on this topic, but I found some related write up about this topic. I had to rely on different online journals, reports, websites, books, articles, online newspaper. Then I studied related topics to bring information.

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4.0

FINDINGS

Succession planning benefits incorporate a low turnover rate of employees, filling executive positions inside, driving employee satisfaction, and the early distinguishing proof of potential leaders. Succession planning also encourages an organization to coordinate them into the standard learning and development programs. Indeed, even with all the benefits, most organizations need financing for such change management practices because it is tedious. Likewise, the absence of effective assessment tools, the inability to identify future necessities, and lack of engagement from the management can upset the implementation.

The building, executing, and communicating a succession plan is a significant component of the employee brand promise. Additionally, it can be utilized as a retention, engagement, and development tool. Perceiving that the present work...