Succession planning is a key component in talent management and it is defined broadly as a strategic process within an organisation focusing on identifying, training and developing, mentoring and preparing potential talent for future leadership positions. This study sought to understand the succession planning activities at the agency and the challenges associated with the implementation thereof. The theoretical models of succession planning will form the basis for recommending necessary improvements to the agency. A qualitative research approach was adopted for this study using a self-administered questionnaire to collect primary data from the participants. Secondary data was used as a triangulation strategy to enhance validity and reliability of this study. The scope of this study is limited to the agency and the findings cannot be generalised. The target population in this study was limited to HR managers and managing directors at business units. Therefore there is a potential for further research by extending the target population to include all levels of employees within the agency. This dissertation is the first of its kind within the agency. It will provide ideas for other researchers to expand on this study within the agency.
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This study received no specific financial support.
The authors declare that they have no competing interests.
All authors contributed equally to the conception and design of the study.