The semiconductor industry is a major contributor to Malaysia’s economy, especially to Penang. Th... more The semiconductor industry is a major contributor to Malaysia’s economy, especially to Penang. The upgrading of the industry to a high-value added industry has resulted in high turnovers and job hopping among the engineers as the demand for them increases. Thus, retaining engineers has become an important issue for the semiconductor companies because retention of skilled engineers help the organizations to achieve their goals. This study intends to identify factors used to increase employees’ retention. Specifically, this study examines the relationship between person-job (PJ) fit and employees' retention. The data was collected through questionnaires among engineers in semiconductor companies, in Penang. A total of 268 questionnaires were analyzed using the Statistical Package for Social Science (SPSS). The results indicate that PJ fit had positive inclination towards employees’ retention. Based on the findings of this study, semiconductor companies should enhance engineers’ PJ fit in order to motivate them to remain in the organizations. The outcome of this study produced practical contribution to semiconductor companies as they can outline effective guidelines for training activities that could increase PJ fit level among engineers.
4th INTERNATIONAL CONFERENCE ON MANAGEMENT (4th ICM 2014) PROCEEDING, Jun 17, 2014
Malaysia perceives the value of education in the pursuit of knowledge and a positive application ... more Malaysia perceives the value of education in the pursuit of knowledge and a positive application of it for an enrichment of the nation. Malaysian higher education institutions (HEIs) currently more than ever, must ensure that the proper individuals to serve in suitable positions in order to reach all of the Ministry of Education’s vision, mission and objectives.In general, this study concentrates on the individual level at HEIs, who can cause an adjustment in organisational performance, either through their instant contribution or in the longer term by representing the highest levels of their potential. The objective of this study is to identify the employee engagement related to demographic factors such as gender, age, ethnicity and working experience. The years of career achievement, expectant of retirement and intentionto leave the organisations were also identified. This study was conducted among academics of Malaysian public universities that represents higher education sector. The total returned and usable questionnaire was 399. The data collection for this study was carried out through self-administered questionnaire and was analysed using Statistical Package for Social Science (SPSS). The useful guidelines for human resource practices in the present study can be outlined for Malaysian HEIs future studies.
This study validates the hypothesized interrelationships among constructs of career development, ... more This study validates the hypothesized interrelationships among constructs of career development, engagement and retention. The 450 collected data were responded by employees who work as academicians in Malaysian higher education institutions (HEIs). To test the relationship of the constructs, the study employs full structural equation modeling (SEM) test using Analysis of Moment Structures (AMOS) data fitting program of version 18th. The results indicate that retention is directly influenced and significantly effected by career development and engagement. The result provides empirical support for a positive relationship between the constructs.
Tazkia Institute for Research and Community Development
"In the current era, developing and retaining high performing talents should be considered as the... more "In the current era, developing and retaining high performing talents should be considered as the important strategy in every organization and must not be omitted by Islamic banking institutions. Who are the cream of the crops in Islamic banks should highly being selected to overcome all the challenges by conventional banks. Both institutions are fighting for the better performance not only with the market and technology but also in human resource management. Currently, conventional banks are excellently put their talent at the right time within the right position. Islamic banks should also implement the talent management strategy by attracting, developing and retaining the best talents and experts to coterminous with the explosion of notable Islamic banking products in the market. This research serves as a preliminary approach to clarify the concept of talent development and talent retention among Islamic banks, specifically in Malaysia"
"Talent management has become a new innovation of human resource practices. The importance of tal... more "Talent management has become a new innovation of human resource practices. The importance of talent management practices to enhance business performance is realized recently. It has mostly been implemented in every conventional financial institutions in Malaysia. However, in Islamic financial institutions, the practice of talent management is considered rare. This research serves as a preliminary approach to clarify the needs for effective talent management practices among the Islamic financial institutions in Malaysia basically for 21 Islamic banks and 12 Takaful operators. Literatures finding show that, in order to integrate the quality of performance and to increase higher rate of profit, the Islamic financial institutions should be well prepared by having high performing talents. The implementation of talent management strategy among the Islamic financial institutions must commensurate with the burst of renowned Islamic financial products in the market. The effectiveness of talent management practices which consider of having the right human capital within the right time and workplace may ensure the sustainability of the Islamic financial institutions in the industry."
"The focus of this paper is to discuss on the implementation of talent management and succession ... more "The focus of this paper is to discuss on the implementation of talent management and succession planning in engaging and retaining employees at Malaysian higher education institutions (HEIs). HEIs that pride its environment on forward thinking and continuous learning should spend more time and effort in identifying, developing and engaging its future talents. Talented employees may improve the performance of organizations through effective practices and strategies. This study is aimed to provide useful frame of references for Malaysian HEIs, the Ministry of Higher Education (MOHE) and other bodies related in implementing strategic human resource management"
Asian Journal of Business and Management Sciences (AJBMS)Vol . 1 No. 4 Year 2011
This research was carried out using method of interview among selected human resource practitione... more This research was carried out using method of interview among selected human resource practitioners of six Malaysian companies. This research explores talent management practices particularly on the implementation and the effect of the practices on employee engagement and retention. It was found that talent management is considered as the strategy of organization to retain employees. The strategy involves the human resource activities such as recruitment, selection, training and development and performance management. The engagement and retention talented employees needed in order for an organization to success and improve performance. In highly competitive market, having the right employees is the way to ensure organizational succeed. The impact of this research will create an opportunity to develop talent management strategy. It is expected that the identification and development of talent management strategy would result in additional benefits for the organization and its employees.
The semiconductor industry is a major contributor to Malaysia’s economy, especially to Penang. Th... more The semiconductor industry is a major contributor to Malaysia’s economy, especially to Penang. The upgrading of the industry to a high-value added industry has resulted in high turnovers and job hopping among the engineers as the demand for them increases. Thus, retaining engineers has become an important issue for the semiconductor companies because retention of skilled engineers help the organizations to achieve their goals. This study intends to identify factors used to increase employees’ retention. Specifically, this study examines the relationship between person-job (PJ) fit and employees' retention. The data was collected through questionnaires among engineers in semiconductor companies, in Penang. A total of 268 questionnaires were analyzed using the Statistical Package for Social Science (SPSS). The results indicate that PJ fit had positive inclination towards employees’ retention. Based on the findings of this study, semiconductor companies should enhance engineers’ PJ fit in order to motivate them to remain in the organizations. The outcome of this study produced practical contribution to semiconductor companies as they can outline effective guidelines for training activities that could increase PJ fit level among engineers.
4th INTERNATIONAL CONFERENCE ON MANAGEMENT (4th ICM 2014) PROCEEDING, Jun 17, 2014
Malaysia perceives the value of education in the pursuit of knowledge and a positive application ... more Malaysia perceives the value of education in the pursuit of knowledge and a positive application of it for an enrichment of the nation. Malaysian higher education institutions (HEIs) currently more than ever, must ensure that the proper individuals to serve in suitable positions in order to reach all of the Ministry of Education’s vision, mission and objectives.In general, this study concentrates on the individual level at HEIs, who can cause an adjustment in organisational performance, either through their instant contribution or in the longer term by representing the highest levels of their potential. The objective of this study is to identify the employee engagement related to demographic factors such as gender, age, ethnicity and working experience. The years of career achievement, expectant of retirement and intentionto leave the organisations were also identified. This study was conducted among academics of Malaysian public universities that represents higher education sector. The total returned and usable questionnaire was 399. The data collection for this study was carried out through self-administered questionnaire and was analysed using Statistical Package for Social Science (SPSS). The useful guidelines for human resource practices in the present study can be outlined for Malaysian HEIs future studies.
This study validates the hypothesized interrelationships among constructs of career development, ... more This study validates the hypothesized interrelationships among constructs of career development, engagement and retention. The 450 collected data were responded by employees who work as academicians in Malaysian higher education institutions (HEIs). To test the relationship of the constructs, the study employs full structural equation modeling (SEM) test using Analysis of Moment Structures (AMOS) data fitting program of version 18th. The results indicate that retention is directly influenced and significantly effected by career development and engagement. The result provides empirical support for a positive relationship between the constructs.
Tazkia Institute for Research and Community Development
"In the current era, developing and retaining high performing talents should be considered as the... more "In the current era, developing and retaining high performing talents should be considered as the important strategy in every organization and must not be omitted by Islamic banking institutions. Who are the cream of the crops in Islamic banks should highly being selected to overcome all the challenges by conventional banks. Both institutions are fighting for the better performance not only with the market and technology but also in human resource management. Currently, conventional banks are excellently put their talent at the right time within the right position. Islamic banks should also implement the talent management strategy by attracting, developing and retaining the best talents and experts to coterminous with the explosion of notable Islamic banking products in the market. This research serves as a preliminary approach to clarify the concept of talent development and talent retention among Islamic banks, specifically in Malaysia"
"Talent management has become a new innovation of human resource practices. The importance of tal... more "Talent management has become a new innovation of human resource practices. The importance of talent management practices to enhance business performance is realized recently. It has mostly been implemented in every conventional financial institutions in Malaysia. However, in Islamic financial institutions, the practice of talent management is considered rare. This research serves as a preliminary approach to clarify the needs for effective talent management practices among the Islamic financial institutions in Malaysia basically for 21 Islamic banks and 12 Takaful operators. Literatures finding show that, in order to integrate the quality of performance and to increase higher rate of profit, the Islamic financial institutions should be well prepared by having high performing talents. The implementation of talent management strategy among the Islamic financial institutions must commensurate with the burst of renowned Islamic financial products in the market. The effectiveness of talent management practices which consider of having the right human capital within the right time and workplace may ensure the sustainability of the Islamic financial institutions in the industry."
"The focus of this paper is to discuss on the implementation of talent management and succession ... more "The focus of this paper is to discuss on the implementation of talent management and succession planning in engaging and retaining employees at Malaysian higher education institutions (HEIs). HEIs that pride its environment on forward thinking and continuous learning should spend more time and effort in identifying, developing and engaging its future talents. Talented employees may improve the performance of organizations through effective practices and strategies. This study is aimed to provide useful frame of references for Malaysian HEIs, the Ministry of Higher Education (MOHE) and other bodies related in implementing strategic human resource management"
Asian Journal of Business and Management Sciences (AJBMS)Vol . 1 No. 4 Year 2011
This research was carried out using method of interview among selected human resource practitione... more This research was carried out using method of interview among selected human resource practitioners of six Malaysian companies. This research explores talent management practices particularly on the implementation and the effect of the practices on employee engagement and retention. It was found that talent management is considered as the strategy of organization to retain employees. The strategy involves the human resource activities such as recruitment, selection, training and development and performance management. The engagement and retention talented employees needed in order for an organization to success and improve performance. In highly competitive market, having the right employees is the way to ensure organizational succeed. The impact of this research will create an opportunity to develop talent management strategy. It is expected that the identification and development of talent management strategy would result in additional benefits for the organization and its employees.
Uploads
Papers by Bidayatul Akmal Mustafa Kamil