Succession Planning and Organizational Performance in Delta Broadcasting Service, Asaba, Delta State

Abstract

Succession planning is a strategic human resource management practice that helps organizations prepare employees for critical roles, preserve organizational knowledge and maintain leadership continuity. This study examined two relationships in Delta Broadcasting Service (DBS), Asaba, Delta State: the relationship between talent identification and development and leadership continuity, and the relationship between communication and transparency and employee morale and engagement. A descriptive survey design was adopted, and data were analysed using Pearson product–moment correlation and simple linear regression. The reported analysis comprised 168 responses. Talent identification and development had a positive, statistically significant relationship with leadership continuity (r = .559, p < .001). The regression model was significant, F(1, 166) = 75.356, p < .001, and explained 31.2% of the variance in leadership continuity (R² = .312). Communication and transparency also had a positive, statistically significant relationship with employee morale and engagement (r = .584, p < .001). Its regression model was significant, F(1, 166) = 85.999, p < .001, explaining 34.1% of the variance in employee morale and engagement (R² = .341). The findings suggest that systematic talent development and transparent communication are associated with stronger leadership continuity and more positive employee outcomes at DBS. recommends formal talent-development pathways, mentoring and clear communication of succession criteria and career opportunities. The population and sample-distribution figures should be finalised only after reconciliation with the original sampling records.