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Succession Planning Practices and their Implications on Employee Engagement within Bahrain’s Oil & Gas Sector

Many past research papers have indirectly linked succession planning with engaged employees; however, there is a lack of sufficient research on Succession Planning in relation to employee engagement. The purpose of this research is to explore the succession planning practices being implemented within Bahrain’s Oil and Gas sector, and their possible implications on employee engagement. The stratified sampling technique was employed to select a sample of 180 employees belonging to the participating organization operating in Bahrain’s Oil and Gas sector. The results show that all succession planning practices have a positive relationship with employee engagement, career development, and Training had the most substantial positive relationship, while HR policy had the weakest. The results further revealed that out of the five variables, three (Human Resources Policy, Career development, and Training and Performance Appraisal) had a significant impact on employee engagement. In contrast, Promotion and Internal Recruitment and Mentorship and Apprenticeship did not have any impact on employee engagement.