Succession Planning Process at Malaysian Government Link Companies: Examination of the Information Flow using Viable Systems Approach

Fatimah Othman, Rohayu Abdul-Ghani and Rosmah Mat-Isa

Abstract:

Succession planning is a process that includes the identification of critical management positions in the organization, the identification of future vacancies, and the identification of managers who have the potential to fill those vacancies.  However, in the management of succession planning especially related to the intelligence of human resource information, many organizations are still unable to implement it effectively.  Even in theory, the intelligence of the flow of information, and the necessary information in the process of succession planning has never been seen from a systemic approach, especially in the context of organizations in Malaysia.  Thus, this study aims to explore the intelligence function of information flow in succession planning through the Viable Systems (VSM) model approach, and to identify the information required in succession planning.  This study was conducted on six Government Linked Companies (GLCs) in Malaysia using a qualitative case study approach.  Twelve participants consisting of Division Heads/Unit Heads who manages the succession planning were interviewed online.  The results of the study found that the information flow of the succession planning through the VSM intelligence function can be clearly described through the four main information streams based on the succession planning process that has met the viable characteristics.  Based on the thematic analysis, the information required in the succession planning is obtained from two sources of the environment, inside and outside the organization which contains three themes namely information related to the organization, job and positions, and successor candidates.  The findings of the study contribute to a new dimension in the field of knowledge that is about the intelligence function of information flow in succession planning through a viable systems approach, and the information required in succession planning in more depth.  Several suggestions from theoretical and practical perspectives are also presented as a reference for human resource practitioners.