Employee’s perception on merger between Proton Holdings Berhad and Geely on talent management practices / Nor Afiqah Mohd Sofian, Nurul Huda Roslan and Wan Mohd Khairul Naim Mohd @ Wan Mohamad

Proton Holding Berhad experiencing critical challenges in dealing with negative perception of employees after merger with Geely on talent management practices. The increasing of absenteeism and brain drain of Proton employees was alarming and worsened over the year. This has led to decreasing of rev...

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Main Authors:	Mohd Sofian, Nor Afiqah, Roslan, Nurul Huda, Mohd @ Wan Mohamad, Wan Mohd Khairul Naim
Format:	Student Project
Language:	English
Published:	Arshad Ayub Graduate Business School 2018
Subjects:	Globalization Marketing
Online Access:	http://ir.uitm.edu.my/id/eprint/26174/ http://ir.uitm.edu.my/id/eprint/26174/1/PPm_NOR%20AFIQAH%20MOHD%20SOFIAN%20AAGS%2018_5.pdf

id	uitm-26174
recordtype	eprints
spelling	uitm-261742019-11-18T03:29:22Z http://ir.uitm.edu.my/id/eprint/26174/ Employee’s perception on merger between Proton Holdings Berhad and Geely on talent management practices / Nor Afiqah Mohd Sofian, Nurul Huda Roslan and Wan Mohd Khairul Naim Mohd @ Wan Mohamad Mohd Sofian, Nor Afiqah Roslan, Nurul Huda Mohd @ Wan Mohamad, Wan Mohd Khairul Naim Globalization Marketing Proton Holding Berhad experiencing critical challenges in dealing with negative perception of employees after merger with Geely on talent management practices. The increasing of absenteeism and brain drain of Proton employees was alarming and worsened over the year. This has led to decreasing of revenue and employees’ performance. As such, the study examines employees’ overall perception after the merger between Proton Holdings Berhad (Proton) with Geely on talent management practices. The study investigate d the differences perception by gender, academic qualification, working experience and employees’ level on talent management practices encompassing job design, compensation, performance management, learning and development and career development after the merger between Proton and Geely. The instrument used to gather the data was a modified questionnaire distributed to 250 respondents using simple random sampling. Besides that, an unstructured interview was conducted with the Human Resource Manager of Proton. The research used IBM SPSS Statistics Version 21. By using the descriptive and inferential statistic technique, the result showed that all five dimensions of talent management practices namely job design, compensation, performance management, learning and development and career development had a significant moderate level of satisfaction to the employees after the merger. Therefore, it is recommended for Proton to focus on job design, compensation, performance management, learning and development and career development in order to ensure their sustainability and competitive advantage in the automotive industry. However, the limitation of this study was that there were limited sources of information from the data and the accessibility to get the data as data was treated as confidential. Also, the study focused only on the plant in Tanjung Malim. Arshad Ayub Graduate Business School 2018 Student Project NonPeerReviewed text en http://ir.uitm.edu.my/id/eprint/26174/1/PPm_NOR%20AFIQAH%20MOHD%20SOFIAN%20AAGS%2018_5.pdf Mohd Sofian, Nor Afiqah and Roslan, Nurul Huda and Mohd @ Wan Mohamad, Wan Mohd Khairul Naim (2018) Employee’s perception on merger between Proton Holdings Berhad and Geely on talent management practices / Nor Afiqah Mohd Sofian, Nurul Huda Roslan and Wan Mohd Khairul Naim Mohd @ Wan Mohamad. [Student Project] (Unpublished)
repository_type	Digital Repository
institution_category	Local University
institution	Universiti Teknologi MARA
building	UiTM Institutional Repository
collection	Online Access
language	English
topic	Globalization Marketing
spellingShingle	Globalization Marketing Mohd Sofian, Nor Afiqah Roslan, Nurul Huda Mohd @ Wan Mohamad, Wan Mohd Khairul Naim Employee’s perception on merger between Proton Holdings Berhad and Geely on talent management practices / Nor Afiqah Mohd Sofian, Nurul Huda Roslan and Wan Mohd Khairul Naim Mohd @ Wan Mohamad
description	Proton Holding Berhad experiencing critical challenges in dealing with negative perception of employees after merger with Geely on talent management practices. The increasing of absenteeism and brain drain of Proton employees was alarming and worsened over the year. This has led to decreasing of revenue and employees’ performance. As such, the study examines employees’ overall perception after the merger between Proton Holdings Berhad (Proton) with Geely on talent management practices. The study investigate d the differences perception by gender, academic qualification, working experience and employees’ level on talent management practices encompassing job design, compensation, performance management, learning and development and career development after the merger between Proton and Geely. The instrument used to gather the data was a modified questionnaire distributed to 250 respondents using simple random sampling. Besides that, an unstructured interview was conducted with the Human Resource Manager of Proton. The research used IBM SPSS Statistics Version 21. By using the descriptive and inferential statistic technique, the result showed that all five dimensions of talent management practices namely job design, compensation, performance management, learning and development and career development had a significant moderate level of satisfaction to the employees after the merger. Therefore, it is recommended for Proton to focus on job design, compensation, performance management, learning and development and career development in order to ensure their sustainability and competitive advantage in the automotive industry. However, the limitation of this study was that there were limited sources of information from the data and the accessibility to get the data as data was treated as confidential. Also, the study focused only on the plant in Tanjung Malim.
format	Student Project
author	Mohd Sofian, Nor Afiqah Roslan, Nurul Huda Mohd @ Wan Mohamad, Wan Mohd Khairul Naim
author_facet	Mohd Sofian, Nor Afiqah Roslan, Nurul Huda Mohd @ Wan Mohamad, Wan Mohd Khairul Naim
author_sort	Mohd Sofian, Nor Afiqah
title	Employee’s perception on merger between Proton Holdings Berhad and Geely on talent management practices / Nor Afiqah Mohd Sofian, Nurul Huda Roslan and Wan Mohd Khairul Naim Mohd @ Wan Mohamad
title_short	Employee’s perception on merger between Proton Holdings Berhad and Geely on talent management practices / Nor Afiqah Mohd Sofian, Nurul Huda Roslan and Wan Mohd Khairul Naim Mohd @ Wan Mohamad
title_full	Employee’s perception on merger between Proton Holdings Berhad and Geely on talent management practices / Nor Afiqah Mohd Sofian, Nurul Huda Roslan and Wan Mohd Khairul Naim Mohd @ Wan Mohamad
title_fullStr	Employee’s perception on merger between Proton Holdings Berhad and Geely on talent management practices / Nor Afiqah Mohd Sofian, Nurul Huda Roslan and Wan Mohd Khairul Naim Mohd @ Wan Mohamad
title_full_unstemmed	Employee’s perception on merger between Proton Holdings Berhad and Geely on talent management practices / Nor Afiqah Mohd Sofian, Nurul Huda Roslan and Wan Mohd Khairul Naim Mohd @ Wan Mohamad
title_sort	employee’s perception on merger between proton holdings berhad and geely on talent management practices / nor afiqah mohd sofian, nurul huda roslan and wan mohd khairul naim mohd @ wan mohamad
publisher	Arshad Ayub Graduate Business School
publishDate	2018
url	http://ir.uitm.edu.my/id/eprint/26174/ http://ir.uitm.edu.my/id/eprint/26174/1/PPm_NOR%20AFIQAH%20MOHD%20SOFIAN%20AAGS%2018_5.pdf
first_indexed	2023-09-18T23:16:20Z
last_indexed	2023-09-18T23:16:20Z
_version_	1777419137020067840

Employee’s perception on merger between Proton Holdings Berhad and Geely on talent management practices / Nor Afiqah Mohd Sofian, Nurul Huda Roslan and Wan Mohd Khairul Naim Mohd @ Wan Mohamad

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