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The relationship between career development practices and high performance talent in private organizations in Malaysia

The purpose of this study is to examine the relationship between career development practices and high performance talent. Particularly, the objectives of this study were (1) to identify the career development practice in selected service organization; (2) to examine the talent’s perception in reg...

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Main Authors: Nik Mahmood, Nik Hasnaa, Md. Yussof, Mohd. Helmi, Tan, Hup Soon, Tin, Pei Ling
Format: Article
Language:English
Published: Penerbit UTM Press 2014
Subjects:
H Social Sciences (General)
T Technology (General)
Online Access:http://eprints.utm.my/id/eprint/60005/1/NikHasnaa2014_TheRelationshipBetweenCareerDevelopment.pdf
http://eprints.utm.my/id/eprint/60005/
https://sainshumanika.utm.my/index.php/sainshumanika/article/view/415
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spelling my.utm.600052022-04-24T06:38:46Z http://eprints.utm.my/id/eprint/60005/ The relationship between career development practices and high performance talent in private organizations in Malaysia Nik Mahmood, Nik Hasnaa Md. Yussof, Mohd. Helmi Tan, Hup Soon Tin, Pei Ling H Social Sciences (General) T Technology (General) The purpose of this study is to examine the relationship between career development practices and high performance talent. Particularly, the objectives of this study were (1) to identify the career development practice in selected service organization; (2) to examine the talent’s perception in regards to career development practice in the organization; (3) to identify the talent’s perception in regards to their current performance; (4) to study the relationship between succession planning, job rotation, pipeline system, mentoring program, educational and tuition reimbursement practices toward developing high performance talent; (5) to determine the relationship between overall career development practices and high performance talent. This study utilized theory developed by Gutteridge (1993), Holstein (2005) and Super (1954). Data were collected by both qualitative and quantitative methods. Focus group discussion with 15 selected Human Resource Manager was initially conducted to help the researchers to develop the survey questionnaire. A number 233 respondents from three selected organizations namely aviation, postal service and manufacturing involved in the survey. Qualitative data were analyzed using thematic analysis. Both descriptive and inferential statistics namely frequency, mean, and Pearson correlation were used to analyze the quantitative data. Results of focus group discussion found that among the career development practices that were practiced in their organizations are job rotation, mentoring, pipeline system, succession planning and education tuition fees reimbursement. Results of that correlation analysis showed a significant relationship between educational and tuition reimbursement, job rotation, mentoring program, pipeline system, succession planning and high performance talent ranges from moderate to strong relationship.The results also showed that overall career development practices was significantly correlated with high performance talent. Lastly, recommendations for practices and future studies were also discusses. Penerbit UTM Press 2014 Article PeerReviewed application/pdf en http://eprints.utm.my/id/eprint/60005/1/NikHasnaa2014_TheRelationshipBetweenCareerDevelopment.pdf Nik Mahmood, Nik Hasnaa and Md. Yussof, Mohd. Helmi and Tan, Hup Soon and Tin, Pei Ling (2014) The relationship between career development practices and high performance talent in private organizations in Malaysia. Sains Humanika, 2 (2). pp. 59-64. ISSN 2289-6996 https://sainshumanika.utm.my/index.php/sainshumanika/article/view/415
institution Universiti Teknologi Malaysia
building UTM Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider Universiti Teknologi Malaysia
content_source UTM Institutional Repository
url_provider http://eprints.utm.my/
language English
topic H Social Sciences (General)
T Technology (General)
spellingShingle H Social Sciences (General)
T Technology (General)
Nik Mahmood, Nik Hasnaa
Md. Yussof, Mohd. Helmi
Tan, Hup Soon
Tin, Pei Ling
The relationship between career development practices and high performance talent in private organizations in Malaysia
description The purpose of this study is to examine the relationship between career development practices and high performance talent. Particularly, the objectives of this study were (1) to identify the career development practice in selected service organization; (2) to examine the talent’s perception in regards to career development practice in the organization; (3) to identify the talent’s perception in regards to their current performance; (4) to study the relationship between succession planning, job rotation, pipeline system, mentoring program, educational and tuition reimbursement practices toward developing high performance talent; (5) to determine the relationship between overall career development practices and high performance talent. This study utilized theory developed by Gutteridge (1993), Holstein (2005) and Super (1954). Data were collected by both qualitative and quantitative methods. Focus group discussion with 15 selected Human Resource Manager was initially conducted to help the researchers to develop the survey questionnaire. A number 233 respondents from three selected organizations namely aviation, postal service and manufacturing involved in the survey. Qualitative data were analyzed using thematic analysis. Both descriptive and inferential statistics namely frequency, mean, and Pearson correlation were used to analyze the quantitative data. Results of focus group discussion found that among the career development practices that were practiced in their organizations are job rotation, mentoring, pipeline system, succession planning and education tuition fees reimbursement. Results of that correlation analysis showed a significant relationship between educational and tuition reimbursement, job rotation, mentoring program, pipeline system, succession planning and high performance talent ranges from moderate to strong relationship.The results also showed that overall career development practices was significantly correlated with high performance talent. Lastly, recommendations for practices and future studies were also discusses.
format Article
author Nik Mahmood, Nik Hasnaa
Md. Yussof, Mohd. Helmi
Tan, Hup Soon
Tin, Pei Ling
author_facet Nik Mahmood, Nik Hasnaa
Md. Yussof, Mohd. Helmi
Tan, Hup Soon
Tin, Pei Ling
author_sort Nik Mahmood, Nik Hasnaa
title The relationship between career development practices and high performance talent in private organizations in Malaysia
title_short The relationship between career development practices and high performance talent in private organizations in Malaysia
title_full The relationship between career development practices and high performance talent in private organizations in Malaysia
title_fullStr The relationship between career development practices and high performance talent in private organizations in Malaysia
title_full_unstemmed The relationship between career development practices and high performance talent in private organizations in Malaysia
title_sort relationship between career development practices and high performance talent in private organizations in malaysia
publisher Penerbit UTM Press
publishDate 2014
url http://eprints.utm.my/id/eprint/60005/1/NikHasnaa2014_TheRelationshipBetweenCareerDevelopment.pdf
http://eprints.utm.my/id/eprint/60005/
https://sainshumanika.utm.my/index.php/sainshumanika/article/view/415
_version_ 1732945388356239360
score 13.211869

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