Effect of succession management practices on NGOs performance in Tanzania

Purpose: The purpose of this study was to assess the effects of succession management practices on NGOs performance in Tanzania. The specific objectives of the study were to: examine the effects of talent management on NGO performance; determine the effects of career management on NGO performance; and evaluate the effects of compensation management on NGO performance. Design/Method/Approach (only for empirical papers): The study used quantitative approach. The targeted population was 124 employees working in both managerial and non-managerial positions. Simple random sampling was used to provide detailed information. Data was collected using questionnaires. The data were analyzed through descriptive and inferential analysis. Findings: The findings of the study showed that the majority of respondents, with an average mean of 3.7, 3.8, and 3.7, agreed that talent management, career management, and compensation management influence organizational performance in terms of efficiency and effectiveness, respectively. The results indicated that there exists a positive and significant (r = 0.497, p = 0.00) correlation between talent management and employees’ performance. The results further indicated that there exists a positive and significant (r = 0.497, p = 0.00) correlation between career development and employees’ performance. Moreover, the results indicated that there exists a positive and significant (r = 0.497, p = 0.00) correlation between compensation practices and employees’ performance. Theoretical Implications: The study refines the succession management practices literature. The multiple dimensions of selected human resources practices have been explored. Practical Implications: The multiple dimensions of selected human resources practices have been explored, which might help managers improve employees' performance at work. Human resource scholars would benefit from this study during the course of training by ensuring this knowledge is intensified so as to produce better human resource management at work. Orig Purpose: The purpose of this study was to assess the effects of succession management practices on NGOs performance in Tanzania. The specific objectives of the study were to: examine the effects of talent management on NGO performance; determine the effects of career management on NGO performance; and evaluate the effects of compensation management on NGO performance. Design/Method/Approach (only for empirical papers): The study used quantitative approach. The targeted population was 124 employees working in both managerial and non-managerial positions. Simple random sampling was used to provide detailed information. Data was collected using questionnaires. The data were analyzed through descriptive and inferential analysis. Findings: The findings of the study showed that the majority of respondents, with an average mean of 3.7, 3.8, and 3.7, agreed that talent management, career management, and compensation management influence organizational performance in terms of efficiency and effectiveness, respectively. The results indicated that there exists a positive and significant (r = 0.497, p = 0.00) correlation between talent management and employees’ performance. The results further indicated that there exists a positive and significant (r = 0.497, p = 0.00) correlation between career development and employees’ performance. Moreover, the results indicated that there exists a positive and significant (r = 0.497, p = 0.00) correlation between compensation practices and employees’ performance. Theoretical Implications: The study refines the succession management practices literature. The multiple dimensions of selected human resources practices have been explored. Practical Implications: The multiple dimensions of selected human resources practices have been explored, which might help managers improve employees' performance at work. Human resource scholars would benefit from this study during the course of training by ensuring this knowledge is intensified so as to produce better human resource management at work. Originality/Value: As per the existing empirical literature, it is the first study to be conducted in the Tanzanian context. Research Limitations/Future Research: This study concentrated on studying the relationship between selected succession management practices and organizational performance. Therefore, this study laid the foundation for other researchers to focus on other variables that may influence employees' performance. Nevertheless, researchers may also study the same relationship with other institutions. Also, other researchers may wish to expand their knowledge by conducting the same study through the use of different research methodologies, i.e., qualitative methods, in order to confirm whether different methods may produce similar findings or vice versa. Paper type – empirical. inality/Value: As per the existing empirical literature, it is the first study to be conducted in the Tanzanian context. Research Limitations/Future Research: This study concentrated on studying the relationship between selected succession management practices and organizational performance. Therefore, this study laid the foundation for other researchers to focus on other variables that may influence employees' performance. Nevertheless, researchers may also study the same relationship with other institutions. Also, other researchers may wish to expand their knowledge by conducting the same study through the use of different research methodologies, i.e., qualitative methods, in order to confirm whether different methods may produce similar findings or vice versa. Paper type – empirical.