Enugu state Housing Corporation is an offshoot of the former Eastern Nigeria housing development corporation in 1962 and now the eastern Nigeria housing development corporation has metamorphosed into east central state housing development Authority, Anambra state Housing Corporation and presently Enugu state development corporation. On 27 August 1991, Enugu was created thus necessitating the establishment corporation through the applicable law of the Anambra state housing development edict no 10 of 1976. At inception, the main objective of then the regional government of Nigeria in establishing Housing Development Corporation was to provide houses for the general public. This manifested in the development of housing estate strategy. To date, the Enugu State Housing Development Corporation has presently established both by inheritance and by its own efforts has the following estates to its credit.
Though organizations are increasingly acknowledging the critical role of succession planning prior to exit of executives few have plans in place to guide them through the process and as a result decline in organizational performance has often been realized during transition Santora (2004 ) Housing corporations are perceived to have lagged behind in institutionalizing succession plans as part of their strategies to deal with the aforementioned transition and therefore risk losing experience information and identity in the long run Rothwell (2011). Although research has established the importance of proper succession planning . Many firms continue to operate without a formal succession plan. Recent studies by Anjai (2010), pointed out that it is estimated that by the year 2011, most global organization would lose to percent of their executives, leaving a vacuum that had to be filled while it may not have received as much attention in the general management. Literature as one might expect, it is unarguably a critical issue for any corporation, team or individual to consider how it plans for the future. This is further evidenced with numerous positions advertised to be filled up.
Despite the urgent need for succession planning, it has not been fully embraced especially by Housing Corporation. This is a clear indication that succession plans are unavoidable as organization keep to struggle with creating a formal process aimed at identifying, developing and retaining a high potential pool of workforce within the organization to maintain organization performance that allow smooth transition of responsibilities. This study therefore sought to contribute to the body of knowledge by integrating the theories and available evidence to offer a detailed and informed insight into the current state of practice of succession planning by Housing corporation to enhance organization success. It is against the background of study sought to establish the impact of management succession in an organization goal attainment in Enugu State Housing Corporation, Nigeria.
The purpose of this study was to establish the impact of management succession in an organization goal attainment in Enugu state Housing Corporation, Nigeria.
This study is significant in various ways, first to the researcher as a prerequisite in fulfilling the requirement for the award of Higher national diploma (HND) in Business Administration Federal Polytechnic Oko.
Second to organization in assessing and evaluating their current HR management policies and practices, identifying gaps and developing solutions to filling these gaps. Succession planning, when aligned with organization needs, can be used as a key element of a human resource strategy to build customized, practice career development for talented individuals who can properly fill the gaps left by other employees. Clearly defined criteria for advancement, linked with concrete development opportunities that are aligned with corporate culture, provide employees with an unambiguous indication of what the organization values and reward in terms of a job satisfaction and career progression. The study would further help management staff in identifying where their skills and knowledge to implement HR management policies and practices may be limited or missing. It would be helpful to current and future employees in assessing how the organization supports their work and career. To Housing corporations in Nigeria, this study would provide important information useful in gauging the sustainability and effectiveness and also acts as a basis for providing a clear link to the public and the community to understand how a housing corporation works with their employees to achieve results.
The study was guided by the following research questions.
The study tested the following null hypothesis
O
: There is no significant relationship between human resource planning practices and management succession in Enugu state Housing Corporation.O
: There is no significant relationship between career development practices and management succession in Enugu state Housing Corporation.O
: There is no significant relationship between employee performance appraisal and management succession in Enugu state Housing Corporation.The scope of any study defines the area of coverage (Aigbohaevboles and Ofanson 2006). This research is restricted to only Housing Corporation in Nigeria.