An investigation into the barriers to successful implementation of succession planning in small-medium enterprises: A case of Creative Group

Abstract

Succession planning focuses on strategies used to guarantee job continuity in the event that key personnel are unexpectedly absent from work. The study sought to investigate the barriers to the successful implementation of succession planning at Creative Group. The research was motivated by the fact that management noticed that work would come to a standstill in the event that a key employee is unexpectedly absent. The study will therefore come up with factors that address the challenges to succession planning.

This research was based on a quantitative research design using the case study approach in particular reference to Creative Group as the understudy for the research topic. Data was collected through the use of self- administered questionnaires. The scope of the study was limited to three departments of Creative Group namely Sales and Marketing, Technical and Workshops and the Administration and Finance Department. The targeted sample was 130 respondents and the response rate was 74%.

Research findings led to the conclusion that weak organizational culture, resistance to change and lack of training amongst other barriers were the major barriers to the successful implementation of succession planning. The moderate and minor barriers were concluded to be ignorance, limited resources, poor/ lack of communication of the organization’s vision, and job insecurity.

From the research findings, it is recommended that continuous training be carried out for all employees, create a strong organizational culture that operates in sync with the business strategy and the organization as a whole, that the organization adopt a flat structure to allow for ease of communication amongst employees and for management to regularly have progress meetings and reports to remain conscious of the importance of the implementation of succession planning within the organization.