TALENT MANAGEMENT, HUMAN RESOURCE ANALYTICS AND SUCCESSION PLANNING IN SELECTED CORPORATE INSTITUTIONS IN NIGERIA

Abstract

The operational sustainability of Human Resource (HR) operations depends heavily on the engagement of technology to adopt and deploy HR analytics. 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 analysed the correlation as well as the significant impact between human resource analytics, talent management and succession planning in modern Nigerian businesses. The results show a positive and significant relationship between talent management and succession planning. This study also shows the positive impact 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 capital 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 and talent management will meet succession planning expectations in the modern business environment.