Abstract
This study aims to examine the level of real use and satisfaction of ERP users in banking companies in the West Sumatra region. The analysis was carried out by examining the effect of system quality, information quality and service quality on the level of real use and satisfaction of ERP users in banking companies in West Sumatra. Data acquisition was carried out by survey techniques through questionnaires to 140 employees from 4 government banks in West Sumatra (ERP users). A total of 89 data can be processed in this study. Multiple regression statistical tests are used to test hypotheses. Regression test results on model I indicate that there is no influence on the quality of information systems, information quality and service quality at the level of real use of Enterprise Resource Planning. While the test results in model II show that there is an influence of the quality of the information system, information quality and service quality on the satisfaction of users of Company Resource Planning.
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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