Abstract
Purpose: This paper aims to explore an integrated relationship between performance appraisal, succession planning, and career development in the Indian context. A very few empirical studies could be seen in identifying a relationship between the proposed variables.
 Design/methodology/approach: An empirical study was conducted by employing the cross-sectional survey-based research design along with the convenience sampling method. Around, 167 questionnaires were circulated through online via Google forms. Finally, 134 responses were received from respondents having 80.23% response rate. The responses were subject to analysis using normality check, confirmatory factor analysis, correlation, model fit and multiple hierarchical regression analysis.
 Findings: Results reveal that all three study variables are positively associated with each other. This study fully supports the applicability of performance appraisal, and succession planning as crucial predictors of career development more specifically in the Indian context.
 Research limitations/implications: This current study is conducted using online data collection procedure, while future studies may use in-depth interview and daily diary studies.
 Practical implications: This study exhibits how employee career development can be initiated through succession planning and performance appraisal. This study also suggested that the organizations which emphasize on an effective policy guideline for systematic performance appraisal will probably support the succession planning and career development.
 Originality/value: Notably, no prior studies empirically investigate the proposed relationship in Indian context. Furthermore, the findings serve as a policy guideline for the performance appraisal, succession planning and career development literature in an Indian organizational setting.
Highlights
The key emphasize of performance appraisal research from organizational psychology has been to explore different types of performance appraisal techniques and its relationship with organizational performance (Fletcher, 2001)
Researchers do not yet know the extent to which the relationship exists between the performance appraisal, succession planning and career development in the Indian context
To the best of researchers knowledge, the current study is one of its kind to empirically examines the influence of performance appraisal on succession planning and career development among the Indian executives
Summary
The key emphasize of performance appraisal research from organizational psychology has been to explore different types of performance appraisal techniques and its relationship with organizational performance (Fletcher, 2001). Literature on performance appraisal in organization tends to stress on the different models in which nature of performance appraisal has been given major attention, but a very few studies have paid crucial attention to explore relationship with succession planning and career development. Research by Edwards and Williams (1998) suggest that performance appraisal can have positive association with the succession planning and career development. There is a lack of literature on studying the influence of performance appraisal on succession planning and career development.
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