Exploring the viability of succession planning as an effective strategy in the building internal talent pool: eThekwini electricity unit case study.

Abstract

The study explores the viability of succession planning as an effective strategy to build an internal talent pool with focus case study conducted at eThekwini Electricity Unit of the eThekwini Municipality. The study sought to explore the viability of succession planning as strategy to increase internal talent pool. The study tried to determine if the current talent pool is sufficient to fill critical positions. It also investigated if there were provisions for success planning, in other to replace existing critical positions at the eThekwini Electricity Unit. The study also reviewed if the concept of succession planning should be utilised as a formative device in increasing the workforce of the top performers and also evaluated whether succession planning can promote communication and exchange of information within the organisation. The methodology of the research is positivism, the approach is deductive, and the strategy is a case study and survey. The respondents were selected using purposive sampling, 109 participants were issued with the questionnaire out of which 86 responded. Descriptive statistic style was used in analysing the date. The study showed that eThekwini municipality offer equal opportunity to all sex and that majority of the respondents were below 41 years, which is an indication that they will benefit from strategic planning. However, it was also deduced that even though the employees are youthful, majority have been employed for less than 10 years indicating that they will require further training, coaching and career development programmes to ensure strategic application of succession planning which will help retain and build skilled talent pool. The study recommendation among many others, is that eThekwini senior management must commit to succession planning to improve talents of the present talent pool. Another recommendation is that eThekwini municipality must put in a place a formalised succession planning programme which will enable them as a public sector retain and manage the existing talent pool.