Varia Ranah - Sorotan Ilmiah Perkhidmatan Awam

331 Varia Ranah: Sorotan Ilmiah Perkhidmatan Awam The Malaysian Public Sector Succession Model The continued survival of an organization depends on having the right people, at the right place and at the right time, where a deliberate and systematic should be in place by the organization to ensure continuity in the key positions and encourage individual advancement. Due to the recent change of government after the 14th General Elections in May 2018, many ministries and government agencies in Malaysia has been merged and their personnel downsized, which reduced many positions in the middle management ranks. For JPA to create an effective leadership succession model, it should apply tailored techniques in identifying specific people to fill future openings in key positions throughout the organization, having specific procedures to ensure the identification development process and long-term retention of talented and knowledgeable individuals within the Malaysian public service. Currently, there is no specific model that the Malaysian public service is following, especially in designating a successor to spearhead a Ministry, let alone any Government Agency in Malaysia. The “one-size-fits-all” approach by JPA which based the recommendations from political preference and “off-hand” decision makers have made the Malaysian public service a critical point of attack, especially from the public’s perception. One of the biggest challenges in the public sector is sustaining innovation and programs in the face of changing administrations, politics and priorities. Despite various efforts by JPA to implement a “top-down”, “bottom-up” and 360 approaches in selecting the best candidate to spearhead a Government Agency, due to pressure from political masters have hindered the process in selecting the “best candidate for the best post”, thus rendering the statement “putting the right person, at the right place” by many management and leadership theorists useless. Succession planning is the means by which an organization prepares for and replaces leaders, managers, executives and other key employees who leave their positions. Currently, there is no specific model in designing a successor to spearhead a ministry