Zegeye Muluye (PhD)Endashaw Tesfaye2024-03-222024-03-222022-06https://etd.aau.edu.et/handle/123456789/2580This research is tried to investigate and present the succession planning challenges on the Bank of Abyssinia, through the method of different data analysis, mainly by the questioning of the customer and the staff of this bank. Besides, as a main objectives, the research observed, investigated and examined the main problem of succession planning practice inside the case of Abyssinia bank. Afterwards the reaserch tried to indicate some sort of professional solutions and recommendation. Succession-making plans is a key in the current state of affairs of tight expertise markets and competitive instances. Strengthening talent has a right-away effect on bottom-line results and contributes to organizational boom. Subsequently, development at the talent level is ought to for basic organizational improvement. Succession planning is a topic that is not extensively mentioned in lots of agencies due to its sensitivity. The methodology used by the researcher to collect the data are, primary and secondary information statistic survey. Since I verify, the general overall performance of the bank by the use of descriptive research design. The statistics were interpreted via the use of quantitative and qualitative techniques. That is due to the fact I interpret the locating in a mathematical and descriptive manner so that’s why I choose to use both methods. The look at is totally based on number one facts amassed, as remarks on parameters associated with succession planning practices in the Abyssinia bank organizational studying and improvement activities is basically assumed to have an influence on the succession planning pastime of the bank. Whereas the competency stage of the financial institution has the least effect on such interest. Better banking performance and better human resource management are inseparable. But having such a kind performance require, well succession planning. Finally, I recommended the bank to integrate succession planning system for human resource management and it should have the top priority among the tasks bank management has. Since, the bank needs to identify competency gaps, courses the education or skills control programs, and so on. After all, from taproot of the research, I concluded that, human resource management system, serves as a central repository of full employee data which includes information on education, experience, professional training, and other skills where the bank access such data in planning training, and facilitating succession planning. Key words: (HRM) human resource management, (SP) succession plans (BoA), bank of Abyssinia. (BBM) Branch Business Manager, (BOM) Branch operation manager, (ERB)Executive Resource Board (HRD) Human Resource Department