SUCCESSION PLANNING PRACTICES AS PERFORMANCE OF SMALL BUSINESSES IN AKUNGBA – AKOKO, ONDO STATE, NIGERIA

The research work examined reward management, training and development, and job rotation as determinants of the performance of small businesses in Akungba-Akoko, Ondo State, Nigeria. Specifically, the objectives of the study were to investigate the effect of reward management on the performance of small businesses, assess the influence of training and development on employee productivity, and evaluate the combined effect of job rotation and reward systems on overall business performance. The scope of the study covered selected small businesses in Akungba-Akoko, Ondo State. The research design adopted a descriptive and correlational analysis for the study. From a population of registered businesses, a sample size of 175 respondents was selected using appropriate sampling techniques. Primary data were collected using a structured questionnaire as the main instrument of data collection. The data obtained were analyzed through descriptive and inferential statistical tools with the aid of the Statistical Package for Social Sciences (SPSS). The findings of the study indicate that reward management, training and development, and job rotation had a positive and significant effect on the performance of small businesses in Akungba Akoko, Ondo State (R² = 0.748, F-value = 53.078, and p-value < 0.001). In addition, the results revealed that reward management significantly improved employee motivation and retention, training and development enhanced skill acquisition and productivity, while job rotation strengthened adaptability and reduced monotony. Notably, the combined application of these practices produced a stronger impact on efficiency, innovation, and business sustainability. The study concluded that there existed a significant and positive effect of reward management, training and development, and job rotation on the performance of small businesses in Akungba Akoko, Ondo State. This underscores the importance of adopting structured human resource practices as strategic tools for enhancing growth and competitiveness in small-scale enterprises. Based on the findings of the study, it was recommended for small business operators include institutionalizing attractive reward systems to motivate employees, investing in continuous training programs to build capacity, and implementing job rotation strategies to broaden staff versatility. The insights derived from this research contribute to the understanding of human 13 resource management in small businesses in Nigeria and provide practical implications for improving productivity, sustainability, and competitiveness in the small business sector