During the 1990's, most Hong Kong companies experienced extremely high Voluntary Turnover among middle managers. This thesis attempts to find the causes of such turnover through quantitative analysis and at the same time assess the state of Succession Planning implementation in 10 subsidiaries of US multinational companies as a potential remedy to such turnover. Lack of career advancement and promotion opportunities was found by employees to be the leading cause of voluntary turnover whereas employers believe basic salary and other remuneration components are the main causes. In 9 companies out of 10, Succession Planning is found to be short on basic success criteria such as formalization, buget, support from top management, I.T. support, integra- tion with strategic HR planning, accountability and continuous review process / thesis (PhDBusinessandManagement)--University of South Australia, 2003.
| Identifer | oai:union.ndltd.org:ADTP/173384 |
| Date | January 2003 |
| Creators | Neirynck, Baudouin C R |
| Source Sets | Australiasian Digital Theses Program |
| Language | English |
| Detected Language | English |
| Rights | Copyright Baudouin C R Neirynck 2003 |
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