The Relationship Between Succession Planning and Career Development

This quantitative research aims to determine the relationship between succession planning and career development and to create awareness on both matter among 1,453 PTD officers (Grade M48, M52 and M54) at five ministries/departments in Putrajaya (Prime Minister’s Department, Public Service Departmen...

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Main Author:	Julia, Jaladdin
Format:	Thesis
Language:	eng eng
Published:	2009
Subjects:	JF Political institutions (General)
Online Access:	https://etd.uum.edu.my/1685/1/Julia_Jaladdin_.pdf https://etd.uum.edu.my/1685/2/1.Julia_Jaladdin_.pdf
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id	my-uum-etd.1685
record_format	uketd_dc
institution	Universiti Utara Malaysia
collection	UUM ETD
language	eng eng
topic	JF Political institutions (General)
spellingShingle	JF Political institutions (General) Julia, Jaladdin The Relationship Between Succession Planning and Career Development
description	This quantitative research aims to determine the relationship between succession planning and career development and to create awareness on both matter among 1,453 PTD officers (Grade M48, M52 and M54) at five ministries/departments in Putrajaya (Prime Minister’s Department, Public Service Department, Ministry of Home Affairs, Ministry of Finance and Ministry of Health). Instrument of Assessment Questionnaire for Effective Succession Planning and Management (SP&M) by Rothwell (1997) used to measure the importance of succession planning program and ASTD Survey Questionnaire by Gutteridge, Leibowitz & Shore (1990) to measure the effectiveness of career development program. Of the five hypotheses tested, two were substantiated and three were not. The finding shows that promotion is the most influential factor in explaining the effectiveness of career development programs. In other hands, respondents claimed that there is no effectiveness of career development program for them. The importance of succession planning is not the same among the ministries/departments and there is no difference between men and women in their perception towards succession planning. The result also shows that the career development program is effective if there is support from the top management, a system to manage the human resource, more recruitment, more training program and more promotion exercise for all excellent officers. Implications of the findings, suggestions for future studies and recommendations for positive actions to be taken by government were also suggested.
format	Thesis
qualification_name	masters
qualification_level	Master's degree
author	Julia, Jaladdin
author_facet	Julia, Jaladdin
author_sort	Julia, Jaladdin
title	The Relationship Between Succession Planning and Career Development
title_short	The Relationship Between Succession Planning and Career Development
title_full	The Relationship Between Succession Planning and Career Development
title_fullStr	The Relationship Between Succession Planning and Career Development
title_full_unstemmed	The Relationship Between Succession Planning and Career Development
title_sort	relationship between succession planning and career development
granting_institution	Universiti Utara Malaysia
granting_department	College of Business (COB)
publishDate	2009
url	https://etd.uum.edu.my/1685/1/Julia_Jaladdin_.pdf https://etd.uum.edu.my/1685/2/1.Julia_Jaladdin_.pdf
_version_	1747827188785217536
spelling	my-uum-etd.16852021-04-11T04:19:38Z The Relationship Between Succession Planning and Career Development 2009 Julia, Jaladdin College of Business (COB) College of Business JF Political institutions (General) This quantitative research aims to determine the relationship between succession planning and career development and to create awareness on both matter among 1,453 PTD officers (Grade M48, M52 and M54) at five ministries/departments in Putrajaya (Prime Minister’s Department, Public Service Department, Ministry of Home Affairs, Ministry of Finance and Ministry of Health). Instrument of Assessment Questionnaire for Effective Succession Planning and Management (SP&M) by Rothwell (1997) used to measure the importance of succession planning program and ASTD Survey Questionnaire by Gutteridge, Leibowitz & Shore (1990) to measure the effectiveness of career development program. Of the five hypotheses tested, two were substantiated and three were not. The finding shows that promotion is the most influential factor in explaining the effectiveness of career development programs. In other hands, respondents claimed that there is no effectiveness of career development program for them. The importance of succession planning is not the same among the ministries/departments and there is no difference between men and women in their perception towards succession planning. The result also shows that the career development program is effective if there is support from the top management, a system to manage the human resource, more recruitment, more training program and more promotion exercise for all excellent officers. Implications of the findings, suggestions for future studies and recommendations for positive actions to be taken by government were also suggested. 2009 Thesis https://etd.uum.edu.my/1685/ https://etd.uum.edu.my/1685/1/Julia_Jaladdin_.pdf text eng public https://etd.uum.edu.my/1685/2/1.Julia_Jaladdin_.pdf text eng public masters masters Universiti Utara Malaysia Andersen, P. & Vandehey, M.(2006). Career counseling and development in a global economy. New York: Lahaska Press. Beever, D.R.(2008).Integrating succession and career development strategies for finance professionals. (Diss, Canada Royal Roads University, 2008). Dissertation Abstracts International, Notre reference (ISBN: 978-0-494-44194-7)Boomer, L.G.(2008).The rules of attraction (and retention). Accounting Today, 22, 16-17. Bowes, B.(2008).Employee development programs help companies achieve greater success. CMA Management, 82(2), 13-14.Bratton, J & Gold, J (1999). Human resource management: Theory and practice (2nd ed.). 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The Relationship Between Succession Planning and Career Development

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