Chapter One — 1.1 Background to the Study

In recent years, Succession Planning has emerged as a critical factor shaping staff turnover rate across organizations operating in and around Selected States in Northern Nigeria. As institutions grapple with the pressures of globalization, regulatory reform, and shifting stakeholder expectations, understanding how succession planning relates to staff turnover rate has become an important area of both scholarly and practical concern.

Selected States in Northern Nigeria presents a useful setting for examining this relationship precisely because the conditions there — structural, regulatory, and behavioural — differ from those typically assumed in the broader literature, most of which draws on evidence from more developed economies.

1.2 Statement of the Problem

While succession planning is widely discussed in policy and industry circles, empirical evidence on its actual effect on staff turnover rate within Selected States in Northern Nigeria remains sparse and, in places, contradictory. This lack of localized, rigorous evidence makes it difficult for decision-makers to know with confidence whether current approaches to succession planning are helping or hindering staff turnover rate — a gap this study sets out to close.

1.3 Objectives of the Study

1. To examine the effect of Succession Planning on staff turnover rate in Selected States in Northern Nigeria.
2. To assess the extent to which succession planning influences staff turnover rate within the study area.
3. To identify the challenges associated with succession planning in relation to staff turnover rate.
4. To recommend strategies for optimizing succession planning in order to improve staff turnover rate.

1.4 Research Questions

1. What is the effect of succession planning on staff turnover rate in Selected States in Northern Nigeria?
2. To what extent does succession planning influence staff turnover rate within the study area?
3. What challenges are associated with succession planning in relation to staff turnover rate?
4. What strategies can be adopted to optimize succession planning in order to improve staff turnover rate?

1.5 Significance of the Study

This study is significant to a range of stakeholders. For policymakers and regulators, the findings offer evidence to guide the design of frameworks that support healthier outcomes around staff turnover rate. For managers and practitioners within Selected States in Northern Nigeria, the study provides practical insight into how succession planning can be better managed. Finally, it contributes to the academic literature on human resource management by extending existing knowledge into a specific empirical context, and offers a reference point for future researchers.

1.6 Scope of the Study

In terms of scope, this study confines itself to Selected States in Northern Nigeria, focusing specifically on how succession planning relates to staff turnover rate within that setting. Findings are interpreted within these boundaries rather than as universal claims applicable to every organization or market.