| dc.description.abstract | Non-governmental organizations in Kenya today are constantly filling up management and top
leadership positions. The succession process is probably the most crucial and critical phase in the
lifecycle of an organization. The future performance of any company is dependent on the
thoroughness and vigour of succession planning. When long term employees leave, they take with
them a wealth of knowledge that cannot be learned simply by reading a manual. The transfer of
knowledge and experience needs to happen before they leave. The purpose of this study therefore
was to establish the influence of succession planning practices on performance of selected health
service NGOs in Winam Division of Kisumu County, Kenya.The objectives of the study were to
determine the extent to which human resource planning practices influence organizational
performance,to assess how career development practices influence organizational performance and
to examine the impact of employee performance appraisal on organizational performance of
selected health service NGOs in Winam division of Kisumu County. The study adopted a
descriptive survey research design. The target population consistedof general and management
staff of nine NGOs with a total of 480 employees. A sample size of 214 employees was drawn
from the population. The study usedpurposive and stratified sampling to sample nine NGOs from
which simple random sampling was used to get the sample size. Data was collected from
participants using a structured, pretested self-administered questionnaire for both general and
management staff. Quantitative data was analyzed in form of descriptive statistics (frequencies,
percentages, mean, and range) using Statistical Package for Social Science (SPSS) computer
software version 19 and presented in textual form and tables.Open ended questions were analyzed
qualitatively through content and context analysis; the researcher read through the responses,
identified key themes and generated discussions around them.Regression analysis was used to
establish the influence of succession planning practices on organizational performance.The study
found that there is a significant and a strong positive relationship(г=0.794) between human
resource planning practices and performance of health service NGOs in Winam Division χ2 (4,204)
= 173.290, p = 0.000. The study also established that there is a significant relationship between
career development practices and performance of health service NGOs in Winam Division χ2
(6,204) = 106746, p = 0.000.The relationship is positive and is fairly strong (г=0.523).The study
further established that there is a significant relationship between employee performance appraisal
and performance of health service NGOs in Winamχ2 (4,204) = 38.751, p = 0.000, it was found
that the relationship was a positive one but very weak (г=0.014).The researcher concludes that
human resource planning, career development and performance appraisals are key in enhancing
organizational performance.The study recommends that: there is need for the NGOs to have well
documented human resource plans as well as mechanisms to operationalize them, there is need for
top management to be sensitized on the potential influence of human resource planning and
organizational performance to win their commitment and support, there is need for the NGOs to
develop career development guidelines and have each and every employee develop meaningful
individual accountability plans and that organizations should support their employees in
identifying their learning needs and goals and selecting suitable learning strategies. This study
would be significant to organizations in assessing and evaluating their current HR management
policies and practices, identifying gaps and developing solutions to fill those gaps. | en_US |
