SUCCESSION PLANNING STRATEGY AND ORGANIZATIONAL PERFORMANCE IN STATE CORPORATIONS IN KENYA: A CASE STUDY OF KENYA PIPELINE COMPANY LIMITED

Abstract

This study examined the effect of talent identification and development, as well as leadership training, on organizational performance. The target population consisted of 357 employees from the Nairobi Depot and Head Office, and a stratified random sample of 186 respondents was drawn from the Human Resources, Operations, Finance, Procurement, Legal, and Audit departments. Data were collected using a structured questionnaire comprising both qualitative and quantitative items designed on a 5-point Likert scale to capture perceptions, attitudes, and behaviors. The instrument was pilot tested with 10% of the sample to ensure reliability, assessed using Cronbach’s alpha (minimum threshold of 0.70), and validity through expert review. Data collection was conducted electronically via Google Forms, with strict adherence to ethical standards including informed consent, voluntary participation, confidentiality, and anonymity. Quantitative data were analyzed using SPSS Version 28 through descriptive statistics and multiple regression analysis to determine the strength and direction of relationships between the independent and dependent variables, while qualitative responses were analyzed thematically. The findings provided empirical evidence that succession planning strategies significantly enhance organizational performance. The correlation between talent development and organizational performance showed a moderate positive relationship, while the regression coefficient indicated that a unit increase in talent development led to a corresponding improvement in performance. Similarly, the correlation between leadership training and organizational performance revealed a strong positive relationship, and the regression results implied that a unit increase in leadership training resulted in a notable rise in performance. The study recommends that the organization strengthen its talent development initiatives through structured mentorship programs, leadership training, and regular talent reviews to promote leadership continuity, and further apply transparent career development and promotion policies to enhance employee motivation, ensure fairness, and sustain organizational effectiveness.