A Review on Competency-Based Succession Planning at Higher Education Institution in Malaysia

Abstract

This conceptual paper highlights the necessity to have a proper workforce and succession planning in place in order to have the right leadership in the right place at the right time. Leaders who are incompetent or exhausted may impose adverse impacts on the effectiveness of succession planning. Nowadays, leaders face complex challenges than those in the past with increasing workloads and responsibilities to ensure that organisational agendas are sustained. Competent and skilled leaders are needed to carry out this task. Therefore, an organisation should be proactive and strategise for future performance through succession planning. This study proposes a model of competency-based succession planning in higher education institutions by reviewing the literature that focuses on the relationship between individual competency, training, personality trait, and organisational culture. The study reveals that developing talent incorporated with competency in higher education instituition is a crucial part of succession planning. Even if the institution has a systematic plan in place, succession planning will not progress smoothly unless that institution has a willing, capable, and well-prepared successor. Competency based succession planning models present a plan to build the necessary competency in the present and future, as well as a criterion for assessing academic leader requirements.

Bolstering the role of human resource information system on employees’ behavioural outcomes of selected manufacturing firms in Nigeria

“…The findings of the third hypothesis stated that succession planning information significantly influences employees' behavioural outcomes, which means that respondents of the selected manufacturing firms established adequate information for succession trajectories and career growth. This is contrary to the findings of [ 37 ] who suggested that leaders who are inept or fatigued may have a negative influence on succession planning's efficacy. As a result, an organisation should be proactive in its succession planning and strategize for future performance and sustainable employees' behavioural outcomes.…”

Analysis of factors affecting the quality of Bintan District government financial reports

“…AVE can be used to measure the reliability of latent variable component scores, and the results are more conservative than composite reliability. It is recommended that the AVE limit value be greater than 0.50, while for composite reliability it is 0.7 (Ghazali et al, 2023). The AVE values calculated in this study are as follows: Discriminant validity is used to ensure that the concept of each construct or latent variable is different from the other variables.…”

The Effectiveness of The Type of Succession Planning towards The Sustainability of Social Enterprise Business in Malaysia

“…Previous studies have addressed the impact of succession planning on business persistence (Ogbari et al, 2015), the effect of succession planning on employee engagement (Gulzar & Durrani, 2014), and the impact of succession planning practices on the performance of nongovernmental organizations (NGOs) (Maguta, 2016). In Malaysia, the importance of succession planning is highlighted in the context of family businesses (Lim, 2019; "Succession planning is key," 2021), Small and Medium Enterprises (SMEs) (Ndubisi, 2010;Mokhber et al, 2017) as well as the education sector (Chia et al, 2021;Ghazali et al, 2021). However, it was identified that there is an apparent knowledge gap and lack of research on the effectiveness of types of succession planning in the HRM field and the context of social enterprises.…”