The Relationship between Succession Planning and Performance Management on Employee Engagement in the Egyptian Banking Sector

Abstract Considerable research has linked succession planning (SP), and performance management (PM) practices to employees’ engagement (EE), but little research has concentrated on how succession planning, and performance management enhances employees’ engagement. The objective of this study is to examine the relationship between succession planning, performance management on employees’ engagement in the banking industry in Egypt.The research employed a quantitative approach, with questionnaires distributed among 392 respondents working in the banking sector in Egypt, to test hypotheses using appropriate statistical techniques.From the data analysis, the outcomes of this research indicate that succession planning, and performance management programs and practices are found to have significant relationships on employees’ engagement. The present study is critical in helping banks management, Human Resources professionals, and people managers to formulate a strategic, and proactive succession planning, and performance management programs and practices to build cohesive working environments while enhancing employees’ engagement among banking professionals. Moreover, the outcomes support the management and Human Resources professionals to be proactively ready with sustainable, and stronger pool of candidates for their existing and future roles while keeping employees engaged to deliver their current jobs performance requirements, that all supports in achieving both financial and non-financial business goals. Keywords: HRM practices, Career management, Succession planning, Performance management, Employees’ engagement, Banks.