Employee Training and Succession Planning of Selected Deposit Money Banks in Abia State, Nigeria
Purpose- This study investigates the relationship between employee training and succession planning in deposit money banks in Abia State using cross-sectional survey. Ten deposit money banks were surveyed using simple random sampling technique.
Design/Methodology- A total population of one hundred and twenty staff was investigated with a sample size of ninety two. Validity of instrument was determined using face validity while Cronbach Alpha was used to ascertain the reliability of the instrument. Spearman’s Rank Order Correlation Coefficient (rho) was used to analyze the hypotheses with the aid of statistical package for social sciences (20.0).
Findings- The study found that employee training has a positive significant relationship with succession planning. It concluded that employee training measured in terms of on-the-job training and mentoring promotes succession planning in deposit money banks.
Practical Implications- The study recommends that managers, human resource professionals as well as directors of financial institutions should employ on-the-job training and mentoring for effective succession planning in the workplace.
Akani,V.C. (2015). Management succession planning and corporate survival in Nigeria: A study of banks in Port Harcourt. European Journal of Business and Management, 7(27), 153-176.
Ali, A.A., Freyedon, A. & Javad, A. (2012). Talent management and succession planning. Interdisciplinary Journal of Contemporary Research in Business. 4(1), 213-224.
Armstrong, M. (2009). Armstrong’s handbook of human resource management practice. (11th ed.). London and Philadelphia, Kogan Page.
Barnett, R. & Davis, S. (2008). Creating greater success in succession planning. Advances in Developing Human Resources, 10(5), 721. DOI: https://doi.org/10.1177/1523422308322277
Beardwell, I. & Holden, L. (2001). Human resource management. Contemporary approach. Essex: Pearson Education Limited.
Bell, C.R. (2000). The mentor as partner. Training and Development, 54(2), 52.
Bozeman, B. & Feeney, M.K. (2007). Toward a useful theory of mentoring: A conceptual Analysis and critique. Administration & Society, 39, 719-739. DOI: https://doi.org/10.1177/0095399707304119
Buckley, R. & Caple, J. (2000). The theory and practice of training, (4th ed.) Kogan Page Ltd.
Byars, L.L. & Rue, L.W. (2006). Human Resource Management (8th ed.). New York: The McGraw-Hill.
DeNissi, A.S. & Griffin, R.W. (2008). Human Resource Management. New York: Houghton Mifflin.
Dessler, G. (2013). Human Resource Management. (13th ed.). New Jersey: Pearson Education Inc.
Dialoke, I. (2015). Training as a measure not a solution to worker’s performance in Nigeria, European Journal of Business and Innovation Research, 3(3), 24-33.
Edeh, F.O. & Nwaji, C.C. (2017). Employee training and organisational performance of selected mone deposit banks in Abia State, Nigeria. ASPL International Journal of Management Sciences, 6(2) 01 –13.
Fapohunda, T. M. (2015). Human resource planning and succession planning in Nigeria’s higher education. International Journal of Research in Management & Business Studies, 2(2), 59-65.
Garman, A.N. & Glawe, J. (2004). Succession planning. Consulting Psychology Journal: Practice & Research, 56(2), 119- 128. DOI: https://doi.org/10.1037/1061-4087.56.2.119
Griffiths, M. (2012). Effective succession planning in nursing: a review of the literature. Journal of Nursing Management, 20, 900-911. DOI: https://doi.org/10.1111/j.1365-2834.2012.01418.x
Groves, K. (2003). Integrating leadership development and succession planning best strategies. Journal of Management Development, 26(3), 239-260. DOI: https://doi.org/10.1108/02621710710732146
Hassan, D. & Zahra, N.T. (2014). A study on the relationship between succession planning and strategic planning. Case study: Payame Noor University of Aleshtar. Economic Insights – Trends and Challenges, III (LXVI)1, 11-24.
Klikauer, T. (2014). Seven moralities of human resource management. England: Palgrave Macmillan. DOI: https://doi.org/10.1057/9781137455789
Krejcie, R.V. & Morgan, D.W. (1970). Determining Sample Size for Research Activities Educational and Psychological Measurement. 30, 607-610. DOI: https://doi.org/10.1177/001316447003000308
Leigh, R. (2015).Why is succession planning important in performance management?. Retrieved from http://smallbusiness.chron.com/succession-planning-important-performance-management-4593.html
Luna, G. (2012). Planning for an American higher education leadership crisis: the succession issue for administrators. International Leadership Journal, 4(1), 56-79.
Martocchio, J.J. (2015). Strategic compensation: A human resource management approach. (8th ed.). England: Pearson Education Limited.
Millmore, M., Lewis, P., Saunders, M., Thornhill, A. & Morrow, T. (2007). Strategic Human Resource Management: Contemporary Issues. England: Pearson Education Limited.
Munro, C.R. (2009). Mentoring needs and expectations of generation-y human resources practitioners: Preparing the next wave of strategic business partners. Journal of Management Research, 1-25.
Nwambure, I. (2010). Succession planning and survival of family businesses. A dissertation submitted to the Post Graduate School in partial fulfillment of the requirement for the award of the degree of Master of Business Administration.
Noe, A.R., Hollenbeck, R.J., Gerhart, B., & Wright, M.P. (2004). Fundamentals of human resource management. Mc-Graw Hill, Irwin.
Ofobruku , S.A. & Nwakoby, N.P.(2015). Effects of training on employees’ productivity in Nigeria insurance industry. British Journal of Economics, Management & Trade 7(3), 227-235.
Osibanjo, O.A., Abiodun, J.A. & Obamiro, J.K. (2011). Succession planning and organizational survival: Empirical study on Nigerian private tertiary institutions. Serbian Journal of Management 6 (2), 231 – 246. DOI: https://doi.org/10.5937/sjm1102231A
Özkalp, E., Kırel, C., Sungur, Z. & Cengiz, A.A. (2006). Mentoring Revisited from the Perspective of Mentors in Learning Process: The Case of Anadolu University in Turkey. 7th International Conference on Human Resource Development, Tilburg University, Holland.
Peet, M. (2012). Leadership transitions, tacit knowledge sharing, and organizational generativity. Journal of Knowledge Management, 16(1), 45-60. DOI: https://doi.org/10.1108/13673271211198936
Redmond, R.W. (2006). Leadership succession planning. An evidence based approach for manning the future. Journal Nurs Admin, 36(6), 292-297. DOI: https://doi.org/10.1097/00005110-200606000-00003
Rhoda, S., John, B. & Samad, K. (2013). Succession planning and family-owned business continuity in the Wa Municipality. International Journal of Innovative Research & Development, 2(10), 304-309.
Robbins, S.P., Judge, T.A., & Sanghi, S. (2009). Organizational behavior. (13th ed.). India: Prentice Hall.
Rothwell, W. (2001). Effective succession planning. New York: American Management Association.
Santamaria, J.O. (2003). Mentoring develops high-potential employees. Asia Africa Intelligence Wire.
Santorin, J.C. (2004). Passing the Baton. Academy of Management Executive, 18(4), 157-159.
Sayed, A.N.T., Azam, A.L. & Alireza, A.T. (2014). A study of succession planning challenges in governmental organizations. Kuwait Chapter of Arabian Journal of Business and Management Review. 3(11a), 231-238.
Scharmer, C.O. (2007). Theory U: Leading the Future at it Emerges. Cambridge, MA: The Society for Organizational Learning, Inc.
Sharma, P., Chua, J.H. & Chrisman, J.J. (2000). Perceptions about the extent of succession planning in Canadian family firms. Canadian Journal of Administrative Sciences, 17, 233-244. DOI: https://doi.org/10.1111/j.1936-4490.2000.tb00223.x
Sharma, P., Chrisman, J.J. & Chua, J.H. (2003). Succession planning as planned behavior: Some empirical results. Family Business Review, 16 (1), 1–15. DOI: https://doi.org/10.1111/j.1741-6248.2003.00001.x
Study.com (2018). On-the-job training. Retrieved from http://study.com/academy/lesson/on-the-job-training-definition-advantages-importance.html
Swanson, R.A. & Holton, E.F. III (2001). Foundations of human resource development. California: Berrett-Koehler Publishers, Inc.
Wagonhurst, C. (2002). Developing effective training programs, Journal of Research Administration, 33(2), 77 – 81.
Wajdi, M., Khalil, A. & Maria, N.P.A. (2014). Training strategies, theories and types. Journal of Accounting – Business & Management, 21(1), 12-26.
Zachary, L.J. (2002). The role of teacher as mentor. New Directions for Adult and Continuing Education, 93. DOI: https://doi.org/10.1002/ace.47
Copyright (c) 2019 Edeh Ogbu Friday
This work is licensed under a Creative Commons Attribution 4.0 International License.