CHAPTER 1: INTRODUCTION 1.0 Chapter Overview - DSpace@UM

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formal succession planning in their firms and these could influence their nonresponse.Further, several best practice organizations, and their seniorexecutives, refuse to participate for reasons which include company policyprecluding participation in such research studies. As such, support andcooperation from some private sector firms are crucial.3) The sample of the study – the study is confined to the private sector firmslocated in the Klang Valley, Penang, Johor, Sarawak, and Sabah. Privatesector firms from other parts of the country are excluded from the study due totime and cost constraints. Thus, the study is subject to the limitations andpossible biases that exist in some geographical areas, which may not berepresentative of the entire Malaysia. There is a possibility that samples/firmsfrom other states of the country may lead to different findings. Furthermore,the study’s reliance on the responses of one internal informant (CEO/MD,Head Human Resource or Human Resource Manager) may lead to cognitiveand subjective bias.4) The interpretations and understanding of the questions in the questionnaire –There is a possibility that different respondents may have differentunderstanding on some questions even though clear instructions andexplanations are given. The questions are adopted from the Australian context.Thus, the applicability may not be relevant or suitable in the context ofMalaysia.12
5) The time factor – since this study is to be completed in six months’ time, theproject paper may be lacking in some aspects. However, in general, theconclusion made in this study is true and applicable to the context ofsuccession planning in Malaysia.1.7 Organization Of The StudyThis project paper contains five chapters. The first chapter focuses on the background ofsuccession planning and management practices in general, the purpose of this study,importance of this study, the research objectives, scope and limitations of the study.The second chapter aims to define succession planning and critically review the existingliterature on succession planning.The third chapter draws out the methodology of the study. In addition, the theoreticalframework of the present study is presented to show the relationships between thevariables investigated. Detailed explanations about the research instrument, samplingdesign, data collection procedures and techniques of processing and analyzing the dataare also presented.The forth chapter reviews the results of the data analysis and presents key findings of thestudy.13
Page 2 and 3: the resources and support to establ
Page 4 and 5: Cheng (2007) indicates that expatri
Page 6 and 7: employees. It also indicates that t
Page 8 and 9: Figure 1.1: Malaysia’s Population
Page 10 and 11: 1.4 Objective Of The StudyThe ultim
Page 14 and 15: The final chapter concludes the res
Page 16 and 17: develop intellectual and knowledge
Page 18 and 19: usiness plan can only be realized w
Page 20 and 21: acquisition and retention of custom
Page 22 and 23: 1) Helped organization with interna
Page 25 and 26: Australian firms. It is reported th
Page 27 and 28: four possible candidates that could
Page 29 and 30: 2) Tied the succession planning pro
Page 31 and 32: In 1986, Hall conducted a research
Page 33 and 34: The characteristics of an effective
Page 35 and 36: 3) Development plans for future lea
Page 37 and 38: Busine & Watt (2005) recommend seve
Page 39 and 40: Figure 3.1: Theoretical Framework:
Page 41 and 42: management policies, practices and
Page 43 and 44: 12) Need to increase retention.In S
Page 45 and 46: 3.3 Sampling DesignThe data for thi
Page 47 and 48: 3.5 Data Analysis TechniquesThe dat
Page 49 and 50: CHAPTER 4: RESEARCH RESULTS4.0 Chap
Page 51 and 52: Out of the 108 responding firms, 53
Page 53 and 54: Table 4.3: Characteristics Of The D
Page 55 and 56: number of vacancies” on the quest
Page 57 and 58: In terms of organizational levels o
Page 59 and 60: demand in the business which had cr
Page 61 and 62: Prior studies found that the most e
Page 63 and 64:
Table 4.9: Methods Used For Evaluat
Page 65 and 66:
conduct when the participants in on
Page 67 and 68:
H1 (b): There is a significant diff
Page 69 and 70:
of practices and approach of succes
Page 71 and 72:
Olkin (KMO) were also used to asses
Page 73 and 74:
Whereas the second factor (F2), cla
Page 75 and 76:
3.00 on average, indicating that th
Page 77:
4.8 Pearson Product-Moment Correlat
Page 80 and 81:
Based on the results reported in Ta
Page 82 and 83:
4.9 Multiple Regression AnalysisMul
Page 84 and 85:
independent (succession planning ch
Page 86 and 87:
there was no serious multicollinear
Page 88 and 89:
CHAPTER 5: CONCLUSIONS AND RECOMMEN
Page 90 and 91:
eliability estimate. In addition, t
Page 92 and 93:
a key talent or leadership can happ
Page 94 and 95:
While this study attempt to look in
Page 96 and 97:
products/services, and retention of
Page 98 and 99:
Buckner, M., & Savenski, L. 1994, S
Page 100 and 101:
Falmer, R.M. 2002, Choose Tomorrow
Page 102 and 103:
Kim, S. 2003, “Linking employee a
Page 104 and 105:
Rothwell, W.J. 2001, Effective Succ
Page 106:
Zikmund, W.G. 2003, Business Resear
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