Succession planning practices and employee performance in public institutions; a case of Uganda Civil Aviation Authority (UCAA).

Abstract

The study sought to establish the influence of Succession Planning Practices on Employee Performance in Public institutions with reference to Uganda Civil Aviation Authority (UCAA). The objectives of the study were; to assess the effect of Training and development strategy on Employee Performance in Uganda Civil Aviation Authority (UCAA), to find out the influence of Talent Management strategy on Employee Performance in Uganda Civil Aviation Authority (UCAA) and to find out the effect of Promotion strategy on Employee Performance in Uganda Civil Aviation Authority (UCAA). The study used a cross-sectional survey design which was mixed in approach. Primary data was collected using both quantitative (questionnaire survey method) and qualitative methods (in-depth interviews and documentary review method). Data was analysed data quantitatively using Statistical Package for Social Sciences (SPSS) and the nature of relationship that existed between succession planning practices and employee performance was done using Pearson’s Correlation analysis. More so, the magnitude to which succession planning practices influenced employee performance was done using multiple regression analysis. The study found that succession planning strategies had positive contribution on employee performance in Uganda Civil Aviation Authority. Hence, the researcher concluded that enhancing the Training and Development Strategy, Talent management strategy and Promotions strategy results into higher employee performance levels in Uganda Civil Aviation Authority (UCAA). The researcher recommends that during training and skill development programs to bridge skill gaps and prepare employees for higher-level positions, there is need to focus on technical skills and leadership competencies. There is need to provide mentorship and development programs to support employees on their journey toward promotion. Encourage senior employees to mentor and guide those aspiring to move up. There is also need to encourage employees to create individual development plans that outline their career goals and the steps they need to take to reach them. Align these plans with organizational goals. UCAA needs to develop well-defined career paths for various roles within the aviation sector. Employees should have a clear understanding of the steps and qualifications required for promotion. UCAA needs to establish a competency framework that outlines the specific skills, knowledge, and behaviors necessary for each level within the organization. This framework can serve as the basis for promotion criteria. There is need to maintain transparency throughout the promotion process. Clearly communicate the criteria, expectations, and timelines for promotions. Ensure that employees understand how decisions are made. UCAA needs to conduct regular performance reviews and assessments to evaluate employees' readiness for promotion. Offer constructive feedback and development opportunities to help them progress. There is also need for promoting diversity and inclusion in the promotion process. Ensure that opportunities for advancement are accessible to all qualified individuals, regardless of their background. UCAA to continuously evaluate and refine the promotion strategy based on industry trends, employee feedback, and organizational needs. Be adaptable and open to changes as necessary.