Effect of Succession Planning and Employee Performance of Civil Registration Services in Eastern Region, Kenya

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Published Feb 17, 2026
https://doi.org/10.70907/51scxs52
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Vol. 20 No. 2 (2026): Research Beacon Journal

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Lydia Mwongera
Jomo Kenyatta University of Agriculture and Technology (JKUAT)

Abstract

The general objective of this study was to assess the effect of succession planning on employee performance of civil registration services in Eastern Kenya. Specifically, the study sought to establish the effect of career management on employee performance of civil registration services in Eastern Kenya, determine the effect of training and development on employee performance of civil registration services in Eastern Kenya, establish the effect of delivery appraisal on employee performance of civil registration services in Eastern Kenya and examine the effect of diversity management on employee performance of civil registration services in Eastern Kenya. This study was based on career development theory, social exchange theory, talent management theory, and resource-based view theory to explain the relationship between the study variables. The population for the study was the 212 employees of civil registration services in Eastern Kenya. Primary data was collected through structured questionnaires and was cleaned, coded and analyzed for descriptive and inferential statistics by use of means, standard deviation, correlation and regression analyses using SPSS version 27. The data was analyzed through descriptive, correlation and regression analyses. The study summarized that succession planning practices, when considered collectively, have a significant positive effect on employee performance in Civil Registration Services of Eastern Region, Kenya. The study concluded that succession planning, when approached holistically through career management, employee training, employee appraisal, and diversity management, has a significant positive influence on employee performance in Civil Registration Services of Eastern Region, Kenya. The study recommends that Civil Registration Services should adopt an integrated succession planning approach by simultaneously strengthening career management, employee training, employee appraisal, and diversity management.

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Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

Author Biography

Lydia Mwongera, Jomo Kenyatta University of Agriculture and Technology (JKUAT)

PhD, Department of Commerce & Economic Studies

How to Cite
Mwongera, L. (2026). Effect of Succession Planning and Employee Performance of Civil Registration Services in Eastern Region, Kenya. Research Beacon, 20(2), 213-224. https://doi.org/10.70907/51scxs52

How to Cite

Mwongera, L. (2026). Effect of Succession Planning and Employee Performance of Civil Registration Services in Eastern Region, Kenya. Research Beacon, 20(2), 213-224. https://doi.org/10.70907/51scxs52

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