Chapter One — 1.1 Background to the Study

Succession Planning has increasingly attracted the attention of researchers, regulators, and practitioners concerned with employee retention. This growing interest reflects the recognition that succession planning does not operate in isolation, but interacts with a wider set of institutional and market conditions found within Selected States in South-East Nigeria.

Within the context of Selected States in South-East Nigeria, this relationship carries particular significance. Organizations in this setting operate under a distinct combination of economic, regulatory, and market conditions that may amplify or dampen the effect of succession planning on employee retention, making a context-specific inquiry both timely and necessary.

1.2 Statement of the Problem

While succession planning is widely discussed in policy and industry circles, empirical evidence on its actual effect on employee retention within Selected States in South-East 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 employee retention — a gap this study sets out to close.

1.3 Objectives of the Study

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

1.4 Research Questions

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

1.5 Significance of the Study

Beyond its academic contribution to the field of human resource management, this study has practical value for management teams within Selected States in South-East Nigeria seeking to understand how succession planning translates into measurable outcomes around employee retention. It is equally useful to students and future researchers looking for a localized empirical reference on this relationship.

1.6 Scope of the Study

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