Employers’ experience in managing high potential employees in Malaysia

The main objective of the survey was to study the practices in high potential (HIPO) employee development in Malaysia. HIPOs are the organization’s top performers in their current jobs and have the potential to move up to higher positions and more challenging responsibilities. The respondents of the...

Full description

Saved in:
Bibliographic Details
Main Author: Juhdi, Nurita
Format: Conference or Workshop Item
Language:English
English
Published: 2013
Subjects:
Online Access:http://irep.iium.edu.my/29945/1/poster_id_1049.ppt
http://irep.iium.edu.my/29945/2/RESULTS-IRIIE2013.pdf
http://irep.iium.edu.my/29945/
Tags: Add Tag
No Tags, Be the first to tag this record!
id my.iium.irep.29945
record_format dspace
spelling my.iium.irep.299452013-07-15T04:37:57Z http://irep.iium.edu.my/29945/ Employers’ experience in managing high potential employees in Malaysia Juhdi, Nurita HF5549 Personnel management The main objective of the survey was to study the practices in high potential (HIPO) employee development in Malaysia. HIPOs are the organization’s top performers in their current jobs and have the potential to move up to higher positions and more challenging responsibilities. The respondents of the study were in the positions of company CEOs, HR managers and line managers from various industries. All data were collected using survey forms. A total of two hundred and sixty forms were collected back but twenty three forms were poorly answered. As a result, only two hundred and thirty seven forms were useful for further analyses. The findings indicated that employers put highest emphasis on employees who were customer service oriented and able to create high performing teams. Given dynamic business environment that is always driven by high expectations from customers, companies need employees who are able to anticipate changes and be proactive in dealing with changing customers’ expectations. In terms of methods used to identify high potential employees in organizations, the most common method was performance appraisal by immediate superiors and the least common method was nomination method. Two most common methods to develop high potential employees were job enlargement and executive development programs and the least used was executive MBA program. The study also revealed that the most common problem in high potential employee development programs was in dealing with those who had problems in balancing personal and work life balance. Generally the respondents indicated their high potential employee development programs as effective. The findings also revealed that the effort in identifying high potential employees was consistent with the amount of development programs provided. 2013 Conference or Workshop Item REM application/pdf en http://irep.iium.edu.my/29945/1/poster_id_1049.ppt application/pdf en http://irep.iium.edu.my/29945/2/RESULTS-IRIIE2013.pdf Juhdi, Nurita (2013) Employers’ experience in managing high potential employees in Malaysia. In: IIUM Research, Invention and Innovation Exhibition (IRIIE) 2011, 9-10 February 2011, Cultural Activity Centre (CAC) and KAED Gallery IIUM. (Unpublished)
institution Universiti Islam Antarabangsa Malaysia
building IIUM Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider International Islamic University Malaysia
content_source IIUM Repository (IREP)
url_provider http://irep.iium.edu.my/
language English
English
topic HF5549 Personnel management
spellingShingle HF5549 Personnel management
Juhdi, Nurita
Employers’ experience in managing high potential employees in Malaysia
description The main objective of the survey was to study the practices in high potential (HIPO) employee development in Malaysia. HIPOs are the organization’s top performers in their current jobs and have the potential to move up to higher positions and more challenging responsibilities. The respondents of the study were in the positions of company CEOs, HR managers and line managers from various industries. All data were collected using survey forms. A total of two hundred and sixty forms were collected back but twenty three forms were poorly answered. As a result, only two hundred and thirty seven forms were useful for further analyses. The findings indicated that employers put highest emphasis on employees who were customer service oriented and able to create high performing teams. Given dynamic business environment that is always driven by high expectations from customers, companies need employees who are able to anticipate changes and be proactive in dealing with changing customers’ expectations. In terms of methods used to identify high potential employees in organizations, the most common method was performance appraisal by immediate superiors and the least common method was nomination method. Two most common methods to develop high potential employees were job enlargement and executive development programs and the least used was executive MBA program. The study also revealed that the most common problem in high potential employee development programs was in dealing with those who had problems in balancing personal and work life balance. Generally the respondents indicated their high potential employee development programs as effective. The findings also revealed that the effort in identifying high potential employees was consistent with the amount of development programs provided.
format Conference or Workshop Item
author Juhdi, Nurita
author_facet Juhdi, Nurita
author_sort Juhdi, Nurita
title Employers’ experience in managing high potential employees in Malaysia
title_short Employers’ experience in managing high potential employees in Malaysia
title_full Employers’ experience in managing high potential employees in Malaysia
title_fullStr Employers’ experience in managing high potential employees in Malaysia
title_full_unstemmed Employers’ experience in managing high potential employees in Malaysia
title_sort employers’ experience in managing high potential employees in malaysia
publishDate 2013
url http://irep.iium.edu.my/29945/1/poster_id_1049.ppt
http://irep.iium.edu.my/29945/2/RESULTS-IRIIE2013.pdf
http://irep.iium.edu.my/29945/
_version_ 1643609786378354688
score 13.209306