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Succession Planning Practices and Administrators’ Performance in Selected Government Aided Secondary Schools in Rakai District, Uganda

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This study examined the affiliation midst succession planning practices and administrators’ performance across Government aided Secondary educational schools in Rakai District. Specifically, this study sought to: examine the relationship between succession culture and administrators’ performance; analyze the relationship between bench building and administrators’ performance; analyze the relationship between talent development and administrators’ performance in selected Government-Aided Secondary Schools in Rakai District, Uganda. The study adopted a mixed-methods research approach employing a correlational research design. The study population comprised 121 teachers. A sample of 88 respondents was selected using simple random sampling technique. Data were collected using structured questionnaires and interview guides. The validity of the questionnaire was established through expert judgment, yielding a Content Validity Index (CVI) of 0.88, the reliability of the questionnaire was determined using Cronbach’s Alpha, with coefficients overall reliability coefficient of 0.844, demonstrating a high level of internal consistency. Quantitative data were analyzed using descriptive statistics and Pearson Product Moment Correlation, while qualitative data were analyzed using content analysis. The results revealed a moderate positive and statistically significant relationship between succession culture and administrators’ performance (r = .500, p = .000). The study further established a strong positive and statistically significant relationship between bench building and administrators’ performance (r = .749, p = .000). In addition, talent development demonstrated a moderate positive and statistically significant relationship with administrators’ performance (r = .487, p = .000). The findings indicate that succession planning practices consequently with bench building emerged as the strongest predictor of administrators’ performance. The study concluded that succession culture, bench building, and talent development are important determinants of administrators’ performance. This study recommends that the Ministry of Education and Sports, District Education Authorities, Boards of Governors, and school administrators institutionalize succession planning succession culture, establishing structured bench-building mechanisms, and investing in continuous talent development through mentoring, coaching, leadership training, and professional development programmes.

A Literature Review of Succession Planning and Talent Development for Underrepresented Groups in the Construction Industry

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This study examines the current state of research on succession planning, talent development, and diversity inclusion within the construction industry, with particular attention to underrepresented groups. The review synthesizes scholarly and industry literature that highlights the strategic importance of succession planning and talent development for organizational sustainability, leadership continuity, and workforce competitiveness. Existing studies emphasize the need to integrate diversity and inclusion initiatives with business and human resource strategies to strengthen leadership pipelines and organizational performance. However, the literature reveals a significant gap in research addressing the development, advancement, and succession planning of minority and underrepresented populations within construction organizations. Findings indicate that succession planning practices in the construction sector remain inconsistent and lack widely accepted standards, while labor shortages and an aging workforce continue to challenge industry sustainability. The review further explores diversity management through the lens of dynamic capabilities theory, identifying mentoring, networking, internship, and career-track succession programs as critical mechanisms for improving workforce diversity and inclusion. The chapter concludes that construction organizations must adopt systematic, diversity-focused succession planning frameworks and establish measurable diversity indicators to evaluate progress toward equitable leadership development. Additional research is needed to better understand and address barriers affecting the advancement of underrepresented groups in the construction industry.

Finding the Best Methods on People Development at PT Pertamina EP – Sangatta Field

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People Development is an important element for a company to survive. It’s also implemented at PT Pertamina EP, Zona 9 – Sangatta Field. It can done more effectively and efficient on the result in this research. This research aims to find the best methods in developing people competencies. Based on conceptual framework of People Development, it consists of three main pillars : People, Process, Technology. Each pillar has a specific influence and purpose in realizing an ideal people developments system. By conducting research using qualitative methods, it was found that within each pillar, a specific or main program is needed that has the most impact on the company’s progress. Mutation or job rotational replacement has a significant impact on improving company performance through the ‘People’ aspect. Talent & Matrix Development captures all employee aspirations according to each worker’s interests and talents, and determining the appropriate training according to employee needs can enhance worker competencies, thereby advancing the company.