Analyzing the Impact of Succession Planning on Talent Sustainability

Abstract

The number of businesses these days are continually implementing sustainable as well as talent_management (TM) related practices.  Sustainable talent_management (TM) involves retaining alongwith developing the existing workforce. Organizations also require to be able to substitute retiring managers. Succession_planning (SP) in the organizations involve recognize, develop & sustain internal employees & also to prepare for future managerial needs Similarly, talent_sustainability (TS) focus on to develop & utilizing workforce over the time (long-term) & capability to sustainably retain employees over long periods Leadership_development (LD) further highlight on the concept to prepare employees for higher responsibilities alongwith bridging succession_planning (SP) & talent_sustainability (TS) Succession_planning (SP) as strategic tool always ensure organization has leaders ready for future & will enable firm to maintain competitive advantage The study adopts quantitative research design on the bais of primary data collection (survey) whereas sample size is 311 respondents from three Indian companies participated in research.  Multiple data analysis techniques have been used such as Cronbach's_alpha reliability test, factor analysis, test of correlation & Regression analysis. The research findings demonstrate thatthere is strong relationship exist in between succession_planning (SP), leadership development & talent_sustainability (TS) 2. Findings indicate that effective succession_planning (SP) will lead to talent sustainability Findings highlight leadership_development (LD) as supporting variable to succession_planning (SP).