CHAPTER 1: INTRODUCTION 1.0 Chapter Overview - DSpace@UM

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About 67.8% of the firms surveyed were reporting more than RM10 million annual profitbefore tax and having staff turnover rate of 10% and below (62.0%) per annum. Thedetailed descriptive statistics relating to the profiles of the responding firms are shown inTable 4.3.52
Table 4.3: Characteristics Of The Demographic ProfileItem Frequency %Industrial SectorManufacturing 28 25.9Services 80 74.1Total 108 100Firm Type/OwnershipNational 58 53.7Multinational 50 46.3Total 108 100Firm Listing In Bursa MalaysiaListed 36 33.3Unlisted 72 66.7Total 108 100Firm Size (No. of Employees)5 - 50 (Small) 20 18.551 – 150 (Medium) 15 13.9150 & Above (Large) 73 67.6Total 108 100Age / Years of EstablishmentLess Than 10 years 20 18.510 - 15 years 25 23.2More than 15 years 63 58.3Total 108 100Employee Turnover Rate10% and below 67 62.011% - 20% 20 18.621% - 30% 8 7.4Above 30% 13 12.0Total 108 100Latest Profit Before Tax (PBT)Less than RM10mil. 20 32.2RM10mil. – RM100mil. 21 33.9More than RM100mil. 21 33.9Total 62 100Missing Cases 46Respondents’ PositionManaging Director / CEO 7 6.5Head of HR / HR Manager 58 53.6HR Consultant 14 13.0Others 29 26.9Total 108 10053
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 12 and 13: formal succession planning in their
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: Out of the 108 responding firms, 53
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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