A revolution of information technology through big data for data processing is greatly affecting organisations around the globe, specifically the education providers. Subsequently, there are increasing needs and demands for software, digitalisation, and processing power development for unlimited database development and applications. The study aims to determine how well-prepared UTMSPACE is in meeting the new data management planning requirement for developing the big data management application. This study is supplementary to the development of strategic management planning in digitalisation and data management. The study employs qualitative method for its exploratory and data processing application research. The findings will help to identify the weaknesses and strengths in preparing data management applications to achieve strategic management plan outcomes. The study suggests that the company must increase awareness on the importance of big-data management through data processing engines that provide a more organised and centralised data and information management. In addition, the results also share the type of data and information needed for prioritising the organisational strategies in implementing the lifelong learning programmes across different environments and sectors.
Academic corporate university as a hybrid organisations must have particular abilities to achieve tangible positive financial outcomes within and beyond the organisation. To reflect the empowerment of the oragnisation as a knowledge-based economic growth provider, this article aims to explore the succession planning programme in both academic-oriented organisations and business-oriented organisations. The study compares and contrast the literatures, based on three themes, impact to individual, impact to organisation and succession planning approach or practice. The finding showed that succession planning improves employee attitude, skills and relationship with the leader in both academic and business-oriented organisations. It also helps company to build understanding with the employees, fulfil organisation needs, save cost and meet its objectives. Succession planning is implemented through leadership, mentorship, skills development and training programmes in the organisation. This article contributes to our understanding of implementation of succession planning at the hybrid organisation (academic-corporate university) as the competitive educational indicator to practices and strategies created by organisations.
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