Linking Graduate Trainee Programmes to Succession Planning: An Empirical Study

Abstract

This article explored the nexus between GTPs and succession planning and leadership continuity. Adopting a desktop research strategy, available literature was reviewed to gain some understanding of how GTPs develop and prepare aspiring leaders. It was determined that sound recruitment and selection policies, proper training, mentoring, job rotation, and experiential learning, together with the right performance appraisal tools, were essential for building a strong talent pool. However, the study had a number of limitations,  such as over-reliance on academic qualifications during recruitment, inconsistent mentorship practices, poorly aligned job rotations, and the use of evaluation tools that lack leadership-oriented metrics were identified. Further a key literature gap exists regarding the empirical linkage between graduate trainee programmes and succession planning in Kenya The conclusion highlights that while GTPs play a significant role in supporting succession planning, their effectiveness depends on the extent to which they are systematically designed and aligned with organizational leadership development goals. Strengthening competency-based recruitment, standardizing mentorship structures, aligning job rotations to succession needs, and refining performance evaluations to include leadership-focused indicators were recommended.