Abstract
Islamic home financing is a kind of product offered by Islamic banks, which is based on the principle of Sharia. Using the Theory of Reasoned Action (TRA) as basis, this study examine factors that influence customers intention in using Islamic home financing. 342 usable surveys are obtained from Islamic bank customers which are the staff in UTM. There are six determinant factors which are attitudes, subjective norms, religious obligation, price and product knowledge were tested. The outcomes show that attitude, religious obligation and product knowledge significantly influenced customers’ intention to use Islamic home financing while price and subjective norms are not significant. The results would help bankers to improving the strategies about the factors that they need the effective market Islamic home financing products in order to be more competitive and known to customers.
Highlights
Succession planning involves having the right employees in place at every level of the organization
The key aim of this research is to scrutinize the implementation of succession planning among non-academic staff in University A
In line with this objective, three main research questions are formed: First, What is the nature and characteristics of succession planning among non-academic staff in University A? Second, is there any relationship between the degree of clarity of the concept of succession planning and the implementation of succession planning among nonacademic staff in University A? Third, is there any relationship between managerial support towards succession planning and the implementation of succession planning among non-academic staff in University A? the objectives of this study were successfully achieved through distribution of surveys
Summary
Succession planning involves having the right employees in place at every level of the organization It is a systematic effort and process of identifying and developing employees for key managerial or professional positions to ensure business continuity (Adewale et al, 2011). A good Succession plan is supported by strategic HR systems such as Learning and Development of key talent, Recruitment and Selection of internal and external talent and Performance Management to drive competence excellent in identified talent. These key HR systems will enable a successful execution of the succession plan. Most of the organizations succession planning solely focus on senior key employees, yet other organization chooses to apply the same concepts and processes to specific groups of people and job
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