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...

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Main Authors:	Juhdi, Nurita, Pa’wan, Fatimah, Hansaram , Rammilah
Format:	Article
Language:	English
Published:	Emerald Group Publishing Limited 2015
Subjects:	HF5549 Personnel management
Online Access:	http://irep.iium.edu.my/41386/ http://irep.iium.edu.my/41386/1/JOMD_PUBLUSHED.pdf

id	iium-41386
recordtype	eprints
spelling	iium-413862015-04-29T05:02:40Z http://irep.iium.edu.my/41386/ Employers’ experience in managing high potential employees in Malaysia Juhdi, Nurita Pa’wan, Fatimah Hansaram , Rammilah HF5549 Personnel management 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. Emerald Group Publishing Limited 2015 Article PeerReviewed application/pdf en http://irep.iium.edu.my/41386/1/JOMD_PUBLUSHED.pdf Juhdi, Nurita and Pa’wan, Fatimah and Hansaram , Rammilah (2015) Employers’ experience in managing high potential employees in Malaysia. Journal of Management Development, 34 (2). pp. 187-201. ISSN 0262-1711
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 , Rammilah Employers’ experience in managing high potential employees in Malaysia
description	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.
format	Article
author	Juhdi, Nurita Pa’wan, Fatimah Hansaram , Rammilah
author_facet	Juhdi, Nurita Pa’wan, Fatimah Hansaram , Rammilah
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
publisher	Emerald Group Publishing Limited
publishDate	2015
url	http://irep.iium.edu.my/41386/ http://irep.iium.edu.my/41386/1/JOMD_PUBLUSHED.pdf
first_indexed	2023-09-18T20:59:17Z
last_indexed	2023-09-18T20:59:17Z
_version_	1777410514123489280

Employers’ experience in managing high potential employees in Malaysia

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