Professional Documents
Culture Documents
Date
: 6 October 2016
Time
: 4.00 pm to 5.30 pm
Place
Attendance
Chairperson :
Secretary :
N
O
1.
2.
ITEM
228198
226745
227490
227505
227753
227775
227968
228110
228111
228235
228248
228307
228419
REMARKS
All members
3.
The Discussion :
After the CEO take over the position , the succession planning Yip Choi Ling
are applied .
Asking who got the idea what is succession planning is all Lau Mei Kei
about .
talent management program for long term , because they will Yip Choi Ling
find back the internal candidates and replace those empty
position.
Saying that the promotion are for the internal workers only .
Asking about the opinion from the other member about the Lau Wei Kei
retirement issue will effect succession planning .
Saying that what she read about Mattel is the company will
know who is going to retired , so before the person is retired
they will prepare the succession planning to prepare the Cheah sheen bee
person who can fill the position . The company will provide the
training and so on . the company will retain the home growth
talent . Normally the position will fill by the internal staff only .
Asking if the training and development is the suitable Lau Wei Kei
approach to find the qualified person .
Giving opinion to use the retention strategy that can save the
training development cost and the recruitment cost because Sam Wei Li
we just need to give the top manager extra bonus or retention
bonus to retain the talent manager .
Saying that through training and development we can Teoh Ching Teng
evaluate the person . After training the person have learn the
skill so he or she should be evaluate to asses whether he or
she suitable or not .
Give the opinion that development can include the retention Teoh Ching Teng
program to retain them .
Give the idea to provide training to the middle level and Lau Wei Kei
determine who qualified to fill the top level position .
We discover the potential employee that can be the top leader Natasya
and choose where to start the training program either from
lower level or form the middle level .
Asking the member opinion is it the succession planning Lau Wei Kei
conducted from the low level to top level or middle level to top
level .
Saying that the current trend the organization providing the Yip Choi Ling
graduate training program for fresh graduate . Fresh graduate
can be refer to low management level . They provide the
training to let them go up to the higher position .
Giving opinion that it depends on the company financial . If Tan Meng Zhen
company cannot provide enough financial , they will ignore
the lower level . focus on critical position such as finance .
Conclude all the idea of the discussion about the succession Lau Wei Kei
planning .
Giving extra idea which is , can immediately identified the Szeto vinnie
suitable candidate to fill up the empty position through the
succession planning .
Thinking that the immediate superior can appoint the talented Teoh Ching Teng
people from the department to the human resource and only
evaluate the appointed people . so the burden will decreased.
Immediate superior can recommend the candidate to the Lau Wei Kei
human resource department to be focus on .
Dr. Faizal
Giving idea to Invite specialist to conduct or take part in Lau Wei Kei
training and development program to give a lot of new idea
and experience .
The conclusion:
The members agree that succession planning
- Save recruitment cost because there is no need to call
for interview and do more administrative thing.
- Retain strategy : employee may put effort to be on
higher position and retain in the company .
- Provide training from lower level to higher level , it
efficient because they can step by step evaluate who
qualified to fill the job .
- Increase current employee ability : training make the
employee learn a lot .
- Clear career path : the right direction.
- Bring good reputation
Prepared by :
_________________________
Nurul Suhadah Binti Hashim
( Secretary )