ABSTRACTThe study of “succession” in organization have only become popular in the last fifteen to twenty years due to highly public and disastrous leadership transitions at successful companies. The potential for leadership disasters appears to be inevitable for those who are unprepared. Rapid changes in operations, business processes and information …
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ABSTRACTThe study of “succession” in organization have only become popular in the last fifteen to twenty years due to highly public and disastrous leadership transitions at successful companies. The potential for leadership disasters appears to be inevitable for those who are unprepared. Rapid changes in operations, business processes and information based work, and portfolio diversification from mergers and acquisitions challenge the ability of top management to guide their companies and train the visionaries that will take over in the future. This study examines succession planning practices in the Catholic University College of Ghana. This is a quantitative study with a descriptive study design conducted among 58 employees of the university. These employees are selected using simple random sampling method. Data is collected using a questionnaire, analyze descriptively using SPSS Version 23. The result indicates that there was no laid down succession planning policy at Catholic University College of Ghana though some of the succession planning strategies is used in the university. The study conclude, that, CUCG lack a succession planning policy although the university adopted forms succession strategies such as training and development and job rotation. The University also lack the use of mentorship, job shadowing and executing coaching for enhancing staff capacities. Challenges affecting the effecting implementation of succession planning program are inadequate funding, lack of motivation and retention of employees in the institution. The study recommends that, the university laid down succession planning policy in order to retain qualified employees. Since the university mostly resorts to the use of training and development and job rotation as a succession planning practice than the other succession planning practices, it is therefore recommends that the other forms of succession planning strategies should be employed to harness their benefits.
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