Employers’ experience in managing high potential employees in Malaysia
Purpose – The purpose of this paper is to determine key competencies used by organizations in identifying high potential employees. It also seeks to examine practices and programs to manage such employees and finally to identify problems encountered in the development programs. Design/methodology...
| Main Authors: | , , |
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| Format: | Article |
| Language: | English |
| Published: |
Emerald Group Publishing Limited
2015
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| Subjects: | |
| Online Access: | http://irep.iium.edu.my/41386/ http://irep.iium.edu.my/41386/1/JOMD_PUBLUSHED.pdf |
| Summary: | Purpose – The purpose of this paper is to determine key competencies used by organizations in
identifying high potential employees. It also seeks to examine practices and programs to manage such
employees and finally to identify problems encountered in the development programs.
Design/methodology/approach – The respondents of the study were HR practitioners. Convenient
sampling was used and the respondents answered survey forms that were sent out using regular
mails and e-mails. As a result, 237 forms were generated and used for analyses. In order to test
construct validity, factor analyses were performed and mean values of each variable were also used
for interpretations.
Findings – Employers put highest emphasis on employees who were customer service oriented.
Three major competences were identified – results-oriented character, interpersonal competence and
technical competence/flexibility. The most common method to identify potential was performance
appraisal by immediate superiors. The most common method to develop high potential employees
was job enlargement and the most common problem in the development programs was in dealing with
those who had personal and work-life balance.
Practical implications – Performance appraisal done by immediate supervisor may not be the best
method to gauge future performance and should be coupled with performance review or discussion
with the superiors. Job experience is still effective in developing potential. Specific policies that help
employees to balance personal and work life are important in development programs.
Originality/value – The responses from the HR practitioners shed some lights on what major
competences are important in identifying potential that can be used in talent management. |
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