Effect of Succession Planning on Employee Retention: A Case Study of ZCAS University

Abstract

This study examines the effect of succession planning on employee retention at ZCAS University. The objective was to analyze the effect of limited career advancement opportunities on employee retention. Using a quantitative research methodology, the study investigates management and leadership practices in relation to succession planning. A survey-based research design was employed, with a target population comprising employees at ZCAS University, and a sample size of 92 respondents. The questionnaire return rate was 92%. Data collection techniques included structured questionnaires to assess job satisfaction, growth prospects, succession planning, and motivation. Stratified random sampling ensured representation across key employee groups, including principal officers, lecturers, library staff, and administrative staff. Data was analyzed statistically using regression analysis and descriptive statistics to identify patterns and relationships in succession planning at ZCAS University. Findings from the study revealed that limited career advancement opportunities were found to negatively affect employee retention, leading to reduced job satisfaction and increased turnover intentions. The study concludes that addressing succession planning gaps will enhance employee retention through structured frameworks, transparent communication, and career growth pathways. It is recommended that ZCAS University formalize and clearly define its succession planning framework, improve communication strategies, and establish mentorship programs to support career progression. Additionally, leadership training initiatives and equitable career advancement policies should be implemented to retain top talent. Policy implications suggest that higher learning institutions should institutionalize succession planning as a strategic function, aligning it with talent retention strategies and long-term organizational sustainability.