Abstract
This paper examined the relationship between succession planning and employee retention, as well as the moderating role of career development program on the relationship between succession planning and employee retention. Using the cross-sectional design, 188 employees were conveniently sampled from four corporate organisations in Ghana to complete questionnaires on succession planning, employee retention and career development. The Hierarchical Multiple Regression was used to test the hypotheses. The results indicated that succession planning significantly predicted employee retention. Career development programmes also moderated the relationship. The results suggest that, the influence of succession planning on employee retention was moderated by career development programmes, such that, succession planning has more significant influence on employee retention when career development programmes are high rather than low. The study recommends the need for managers to develop strategic innovation in career development programmes to train and develop employees to enhance succession planning and employee retention in their organisations.
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