Management and development of high potential employees: a study on fifty organizations in Malaysia

The main objective of the survey was to determine the high potential (HIPO)employee development practices in Malaysia. The findings indicated that employers put high emphasis on employees who have the initiative to develop themselves, ability to consistently produce above expectation work outcomes a...

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Main Authors:	Juhdi, Nurita, Pa'wan, Fatimah, Hansaram, Ram Milah@Simranpreet Kaur
Format:	Conference or Workshop Item
Language:	English
Published:	2011
Subjects:	HF5549 Personnel management
Online Access:	http://irep.iium.edu.my/15683/ http://irep.iium.edu.my/15683/1/Management_and_Development_of_High_Potential_Employees_A_Study_on_Fifty_Organizations_in_Malaysia.pdf

id	iium-15683
recordtype	eprints
spelling	iium-156832012-01-18T02:42:45Z http://irep.iium.edu.my/15683/ Management and development of high potential employees: a study on fifty organizations in Malaysia Juhdi, Nurita Pa'wan, Fatimah Hansaram, Ram Milah@Simranpreet Kaur HF5549 Personnel management The main objective of the survey was to determine the high potential (HIPO)employee development practices in Malaysia. The findings indicated that employers put high emphasis on employees who have the initiative to develop themselves, ability to consistently produce above expectation work outcomes and ability to manage changes effectively. In terms of methods used to identify HIPOs in organizations, the most common method was performance appraisal by the immediate superior and the least common method was assessment centers by internal consultants. Two most common methods to develop HIPOs were executive development programs and assignment to special projects. The majority participants reported that they faced the most common problems in HIPOs who refuse to accept geographical relocations and difficulty in removing faltering senior executives to give way to new generations. In terms of overall effectiveness of HIPO employee development programs, majority reported that the attendance rate during executive development programs were quite satisfactory. However, they indicated that when there were vacant positions at the higher level, it was quite difficult to find the replacement internally. 2011-11-09 Conference or Workshop Item PeerReviewed application/pdf en http://irep.iium.edu.my/15683/1/Management_and_Development_of_High_Potential_Employees_A_Study_on_Fifty_Organizations_in_Malaysia.pdf Juhdi, Nurita and Pa'wan, Fatimah and Hansaram, Ram Milah@Simranpreet Kaur (2011) Management and development of high potential employees: a study on fifty organizations in Malaysia. In: Asia Pacific Marketing and Management Conference 2011, 9-11 Novemeber 2011, Merdeka Palace Hotel, Kuching, Sarawak.
repository_type	Digital Repository
institution_category	Local University
institution	International Islamic University Malaysia
building	IIUM Repository
collection	Online Access
language	English
topic	HF5549 Personnel management
spellingShingle	HF5549 Personnel management Juhdi, Nurita Pa'wan, Fatimah Hansaram, Ram Milah@Simranpreet Kaur Management and development of high potential employees: a study on fifty organizations in Malaysia
description	The main objective of the survey was to determine the high potential (HIPO)employee development practices in Malaysia. The findings indicated that employers put high emphasis on employees who have the initiative to develop themselves, ability to consistently produce above expectation work outcomes and ability to manage changes effectively. In terms of methods used to identify HIPOs in organizations, the most common method was performance appraisal by the immediate superior and the least common method was assessment centers by internal consultants. Two most common methods to develop HIPOs were executive development programs and assignment to special projects. The majority participants reported that they faced the most common problems in HIPOs who refuse to accept geographical relocations and difficulty in removing faltering senior executives to give way to new generations. In terms of overall effectiveness of HIPO employee development programs, majority reported that the attendance rate during executive development programs were quite satisfactory. However, they indicated that when there were vacant positions at the higher level, it was quite difficult to find the replacement internally.
format	Conference or Workshop Item
author	Juhdi, Nurita Pa'wan, Fatimah Hansaram, Ram Milah@Simranpreet Kaur
author_facet	Juhdi, Nurita Pa'wan, Fatimah Hansaram, Ram Milah@Simranpreet Kaur
author_sort	Juhdi, Nurita
title	Management and development of high potential employees: a study on fifty organizations in Malaysia
title_short	Management and development of high potential employees: a study on fifty organizations in Malaysia
title_full	Management and development of high potential employees: a study on fifty organizations in Malaysia
title_fullStr	Management and development of high potential employees: a study on fifty organizations in Malaysia
title_full_unstemmed	Management and development of high potential employees: a study on fifty organizations in Malaysia
title_sort	management and development of high potential employees: a study on fifty organizations in malaysia
publishDate	2011
url	http://irep.iium.edu.my/15683/ http://irep.iium.edu.my/15683/1/Management_and_Development_of_High_Potential_Employees_A_Study_on_Fifty_Organizations_in_Malaysia.pdf
first_indexed	2023-09-18T20:24:34Z
last_indexed	2023-09-18T20:24:34Z
_version_	1777408330840408064

Management and development of high potential employees: a study on fifty organizations in Malaysia

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