TALENT MANAGEMENT AND SUCCESSION PLANNING IN CORPORATE SETTINGS IN NIGERIA: A MEDIATING EFFECT OF HUMAN RESOURCE (HR) ANALYTICS

Abstract

The strategic and operational sustainability of HR operations depends heavily on the engagement of technology to adopt and deploy HR analytics in this era of technological drive. The main objective of the study is to examine talent management and succession planning with the mediating effect of HR analytics. A quantitative research method was adopted, in which a well-structured questionnaire was used to collect data from the target respondents of the study. The study population was 790 respondents from the selected enterprises and Yamane's (1967) sample size determination formula was used in the study and the sample size was 266 respondents. The study used partial least squares structural equation modelling (PLS-SEM) to test the research hypotheses and analyse the correlation as well as the significant effect between human resource analytics, talent management and succession planning in modern Nigerian businesses. The results showed a positive and significant relationship between talent management and succession planning. This study also showed the positive effect of HR analytics on talent management and succession planning in Nigerian businesses. The study specifically concludes that talent management has an influence on the sustainability of succession planning through the mediating effect of human resource analytics. The study recommends that HR strategic thinkers continue to adopt new technologies that can accelerate the effective implementation of HR analytics, and that consistent training and development can help promote HR analytics and talent management to meet succession planning expectations in the dynamic business contexts