Varia Ranah - Sorotan Ilmiah Perkhidmatan Awam

341 Varia Ranah: Sorotan Ilmiah Perkhidmatan Awam Despite the total lack of public sector literature on the subject, it is still important to highlight to the public sector how leadership succession planning should be addressed and proposing the ideal model for it to be implemented successfully may restore confidence in the Malaysian Public Service as well. CONCLUSION Leadership succession planning is a key element of an effective strategy for managing talent and ensuring that an organization achieves its future goals. As organizations lament another impending retirement crisis and leadership shortage, succession planning is once again coming to the fore in public sector human resource management. While the private sector has increasingly focused on creating leadership succession planning programs that align with their challenging business needs, the Malaysian Public Service has lagged behind. This is largely due to the complexity of implementing these programs in the public sector. Challenges include the nature of tenure and political leadership in the public sector, personnel system rules, lack of resources and lack of focus. Literature on successful programs is scant but successful public sector models and approaches have been implemented at various levels by other countries’ public service agency.