Succession planning and management of staff retirement in the public sector in Uganda: A case study of Ministry Of Agriculture, Animal Industry And Fisheries (MAAIF)

Abstract

This study focused on Succession Planning and Management of Staff Retirement in the Public Sector in Uganda: a case study of Ministry of Agriculture, Animal industry and Fisheries (MAAIF). A sample of 58 respondents was considered when analyzing this study. The methodology used in this study was both qualitative and quantitative. The questionnaire, interview, were the major tools of data collection. SPSS (scientific package for social science) was used to analyze the data collected. The study found out that employees are aware that a succession plan exists at MAAIF. All movements of staff are not well planned and in case of any movement or departure from MAAIF, the possible successors are informed to prepare in time. Employees can be inducted both on the new responsibilities in the new position and/or the whole organizational set up (Berzon et al., 2006). The study concluded that, the matter of the fact is that surviving and prospering in the current challenging environment requires reviewing the succession planning and management in the organizations by managers before reactively promoting or shedding staff. Since succession planning and management is a process and a system, like any other human resource activities it need to be properly implemented in business organizations. As pointed by the researches in the review, there are benefits and returns achieved by firms that had implement successful succession planning and management. Those organizations that already have a succession planning and management program in place must focus on overcoming their exclusive obstructions to a best practice system. Those organizations which do not presently invest in succession planning and management system should perhaps consider it seriously; assessing the needs, requirements, and appropriateness of implementation. The study recommended that, MAAIF should embrace Succession planning programs which include aspects of mentoring and coaching which are important in order to develop employees, career planning is a process where the individual can get themselves to a level in order to qualify for advancement.