RELATIONSHIP UNDERSTANDING BETWEEN PERFORMANCE APPRAISAL, SUCCESSION PLANNING, AND CAREER DEVELOPMENT

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 investigatethe 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.