The Interplay of Factors Driving Succession Planning in Namibian Commercial Public Enterprises
Keywords:Succession planning, Decision-making abilities, Personal relationship, Recruitment practices, Organizational entrenchment, Commercial public enterprises (CPEs), Personal traits
This paper examined the relationship between employee traits and organizational performance in Namibia's Commercial Public Enterprises (CPEs) succession planning. The study was conducted on a total population of 47 participants drawn from 22 CPEs in Namibia. Primary data were collected using closed-ended research questionnaires and interviews, and qualitative data analyses were employed. Descriptive statistics were used to analyze quantitative data, while correlation was performed to determine the relationships among the variables. Qualitative data was gathered through interviews to gauge the targeted managers' attitudes, beliefs, values, and experiences with executive leadership succession planning. The majority of respondents indicated the following as essential factors to consider in recruitment for succession planning of CPEs: the successor's age, education, experience in commercial PPEs, outside management experience, past performance, knowledge and skills in marketing, finance, strategic planning, interpersonal skill, technical knowledge and skill, decision making ability, experience, compatibility of goals with current CEO/MD, commitment to the business, psychological traits, respect from employees and trust by employees. This study provides further evidence on succession planning challenges, such as the organization's size and failure to retain employees. This study serves as a reference for the management of CPEs in Namibia for effective succession planning.