CHAPTER 1: INTRODUCTION 1.0 Chapter Overview - DSpace@UM

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Buckner, M., & Savenski, L. 1994, Succession planning, in W.R. Tracey (eds.) Humanresource management and development handbook, New York: AMACOM.Busine, M., & Watt, B. 2005, “Succession management: Trends and current practice”,Asia Pacific Journal of Human Resource, Vol.43 No.2, pp.225-236.Burkart, M., Panunzi, F., & Shleifer, A. 2003, “Family firms”, The Journal of Finance,Vol.58 No.5, p. 2192Bruce, D., & Picard, D. 2005, “Succession Can Breed Success: SME Succession andCanada’s Economic Prosperity”, Canadian Federation of Independent BusinessBorwick, C. 1992, “The Logic of succession planning and why it has not worked – Part3”, The HR Planning Newsletter, January 1992, pp.1-5Carey, D.C., Ogden, D., & Roland, J.A. 2000, CEO Succession: A window on howboards can get it right when choosing a new chief executive, New York: OxfordUniversity Press.Carnazza, J.P. 1982, “Succession Planning: An Annotated Bibliography and Summary ofCommonly reported Organizational Practices”, North Carolina: Centre for CreativeLeadership, Greensboro, NC.Carter, N.H. 1986,“Guaranteeing management’s future through succession planning”,Journal of Information Systems Management, Vol.3 No.3, pp. 13-14.Catell, R. B. 1966, “The scree test for number of factors”, Multivariate BehaviouralResearch, 1, pp. 245-276.Charan, R. 2001, “Why do boards fail at CEO succession planning?”, Directorship, Vol.27, Issue 1.Charan, R. 2005, “Ending the CEO succession crisis”, Harvard Business Review, Vol.83No.2, pp.72-81.Charan, R. 2007, The Indispensable Succession Plan, BusinessWeek, 29 th November.Cheng, T.L. 2007, “NBO encourages homegrown leaders”, Starbiz, 31 March, viewed 31September 2007, [http://biz.thestar.com.my/news]Chief Executive Magazine. 2004, Succession Management: Filling The LeadershipPipeline, April, pp. 1-4.Clark, L.A., & Lyness, K.S. 1991, “Succession Planning as a Strategic Activity atCiticorp”, in L.W. Foster (ed.), Advances In Applied Business Strategy, Vol. 2, pp 205-224, Greenwich, CT: JAI Press.98
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the resources and support to establ
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Cheng (2007) indicates that expatri
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employees. It also indicates that t
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Figure 1.1: Malaysia’s Population
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1.4 Objective Of The StudyThe ultim
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formal succession planning in their
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The final chapter concludes the res
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develop intellectual and knowledge
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usiness plan can only be realized w
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acquisition and retention of custom
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1) Helped organization with interna
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Australian firms. It is reported th
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four possible candidates that could
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2) Tied the succession planning pro
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In 1986, Hall conducted a research
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The characteristics of an effective
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3) Development plans for future lea
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Busine & Watt (2005) recommend seve
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Figure 3.1: Theoretical Framework:
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management policies, practices and
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12) Need to increase retention.In S
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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 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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