Succession planning as a tool for organizational development: A case study of University of Education, Winneba - Kumasi Campus
| dc.contributor.author | Serwaah Karikari, Adwoa | |
| dc.date.accessioned | 2015-08-24T16:36:45Z | |
| dc.date.accessioned | 2023-04-21T07:49:26Z | |
| dc.date.available | 2015-08-24T16:36:45Z | |
| dc.date.available | 2023-04-21T07:49:26Z | |
| dc.date.issued | 2014-07-24 | |
| dc.description | A thesis submitted to the Department of Human Resource and Organizational Development, Kwame Nkrumah University of Science and Technology, in partial fulfilment of the requirements for the degree of MASTER OF BUSINESS ADMINISTRATION (HRM OPTION). | en_US |
| dc.description.abstract | In recent times, the growth in human resource issues and concerns has been experienced across global business circles. The absence of succession planning policy in most industries and institutions is considered one of the major causes of problems which are manifested daily in the lives of employees, affecting the level of satisfaction they derive. The study therefore seeks to explore how succession plan can be used as a Tool to develop University of Education Winneba, Kumasi campus. This study specifically explored the existence of succession planning, criterion used in selecting successors, to ascertain the functionalities of the succession planning policy and many more. The study employed descriptive survey research design and a case study of University of Education (Kumasi campus) was considered for the study. Quota sampling technique was adopted in choosing the respondents. A response rate of 86.25% was attained from a sample size of 80. Data were gathered with the aid of questionnaires and interviews. Both qualitative and quantitative techniques were adopted in analyzing the data. The study revealed that University of Education, Kumasi Campus has a succession plan policy in place to fill key roles in the institution. The University is able to achieve this mainly through training and development and job rotation programmes. It evolved that potential candidates were taken through vetting, interview and a performance assessment regime alongside considering other personality traits of the candidates. Succession planning implementation in the University is challenged mainly by lack of funding in organising training programs and as well as to motivate workers. It is recommended that the University adequately motivate workers in order to reap the full benefit of succession planning. | en_US |
| dc.description.sponsorship | KNUST | en_US |
| dc.identifier.uri | https://ir.knust.edu.gh/handle/123456789/7621 | |
| dc.language.iso | en | en_US |
| dc.title | Succession planning as a tool for organizational development: A case study of University of Education, Winneba - Kumasi Campus | en_US |
| dc.type | Thesis | en_US |
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