Abstract

The interplay between succession planning and staff retention is intricately intertwined and mutually reinforcing. Inadequate succession planning can have detrimental effects, resulting in elevated turnover rates and rendering the carefully crafted succession plans ineffective. The crux of the matter lies in comprehending the intricate dynamics of how succession planning directly impacts employee retention.

This research article endeavors to bridge this knowledge gap by presenting a comprehensive and nuanced model that elucidates the multifaceted factors that significantly influence the effectiveness of succession planning in relation to staff retention.

Through this study, it is revealed that successful succession planning is closely entwined with several pivotal factors, including but not limited to supervisor support, work environment, rewards, career development, and job security. These factors play a pivotal role in shaping the overall employee retention landscape.

To substantiate our findings empirically, we meticulously employed an open-ended questionnaire as a survey instrument, effectively engaging a substantial sample size of 200 respondents from state-owned organizations in Sarawak. The meticulously collected data will be subjected to thorough analysis utilizing descriptive statistics to draw initial insights, while the subsequent stage will involve performing further inferential analysis to glean deeper and more nuanced understandings from the obtained results.

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