Succession Planning and Organizational Performance of Faith Based Organizations: A Case of Catholic Archdiocese of Nairobi

  • Lucy W Njeri Catholic University of East Africa
  • Dr. Thomas Ngui Catholic University of East Africa
  • Dr. Fr. Mathenge Catholic University of East Africa

Abstract

In today’s very competitive world of business, organizations require a very sustainable high quality and creative workforce.  This requires effective succession plan to avoid power vacuum created by transfer, promotion, death and dismissal. The purpose of this study was to establish the influence of succession planning on organizational performance of faith based educational institutions in a case of Catholic Archdiocese of Nairobi. The Specific objectives of the study were to; assess the influence of human resource planning on performance; establish the influence of career development on the organizational performance; assess the influence of selection procedure on the performance of organizations and to examine the moderating effect of regulatory framework on the relationship between succession planning and performance of Faith Based Educational organizations in Catholic Archdiocese of Nairobi. The study was anchored in theories and models, namely human capital theory, social exchange theory, relay succession planning model and scharmer’s theory U model. The targeted population was 150 employees working in 17 accredited catholic educational institutions in Nairobi Diocese, who comprised of the principals and top management in these institutions. A census was used to provide detailed information on all or most elements. Data was collected using questionnaires and interview guide. An interview guide with open-ended questions was used to collect data from principals/administrators and heads of departments. Regression analysis was used to establish the influence of succession plan on organizational performance. The findings of the study showed that there was a positive and significant relationship between human resource planning and Organizational performance (β=0.163, p=0.048). In addition, there was a positive and significant relationship between career development and organizational performance (β=0.134, p=0.027). Moreover, there was a positive and significant relationship between selection procedure and organizational performance (β=0.366, p=0.000). Finally, there was a positive and significant relationship between the moderating effect of regulatory framework on the relationship between succession planning and performance. The study recommended that institutions should put in place an effective succession planning and human resource planning to avoid staff shortage. Also, to introduce career development plans and encourage staff to identify their learning needs.  In addition, establish the best criteria for staff selection and encourage participatory governance.

Keywords: Organizational performance, Succession Planning, human resource planning, career development, selection procedure, faith based organization, Catholic Archdiocese of Nairobi

Author Biographies

Lucy W Njeri, Catholic University of East Africa

Post graduate Student, Catholic University of East Africa

Dr. Thomas Ngui, Catholic University of East Africa

Lecturer, Catholic University of East Africa

Dr. Fr. Mathenge, Catholic University of East Africa

Lecturer, Catholic University of East Africa

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Published
2019-10-29
How to Cite
Njeri, L., Ngui, D. T., & Fr. Mathenge, D. (2019). Succession Planning and Organizational Performance of Faith Based Organizations: A Case of Catholic Archdiocese of Nairobi. Journal of Human Resource & Leadership, 3(3), 44-62. Retrieved from https://stratfordjournals.org/journals/index.php/journal-of-human-resource/article/view/367
Section
Articles