Decision-making Approach to Employee Selection among Companies in Malaysia
With so much rhetoric placed on the importance of “hiring the right employee” in every organization to ensure a ‘fit’ between the potential candidates and the company as a wrong hire could amount up to 30% of the employee’s earning in the first-year to an organization (Hacker, 1997). This topic –...
| Main Author: | |
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| Format: | Dissertation (University of Nottingham only) |
| Language: | English |
| Published: |
2013
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| Online Access: | https://eprints.nottingham.ac.uk/27991/ |
| _version_ | 1848793481848291328 |
|---|---|
| author | Koh, Anna Ching Ling |
| author_facet | Koh, Anna Ching Ling |
| author_sort | Koh, Anna Ching Ling |
| building | Nottingham Research Data Repository |
| collection | Online Access |
| description | With so much rhetoric placed on the importance of “hiring the right employee” in every
organization to ensure a ‘fit’ between the potential candidates and the company as a wrong
hire could amount up to 30% of the employee’s earning in the first-year to an organization
(Hacker, 1997). This topic – employee selection has received little attention in the Malaysian
context, therefore, this research was conducted with the main objective to study organizations
hiring or selection methodology, the analytic/ rational or intuitive/ social approach they
choose in reaching a final hiring judgment, the issues and challenges that they faced, as well
as their future strategy among organizations in Malaysia. The limitations within selection’s
decision-making due to humans’ subjectivity are known as bounded-rationality is also
explored in this research. A total of 50 surveys were carried out among companies from
various industries, and 3 interviews were conducted with senior human resource personnel of
varying company size and industry in relation to the subject of decision-making approaches
to selection among organizations in Malaysia. The key findings of this research suggest that
the majority of Malaysian organizations neither wholeheartedly accept nor reject an analytic/
rational approach but favors a hybridization approach to selection where there is a blending
of both analytic and intuitive model which provides an acceptably holistic approach in their
hiring judgment. There are, however, a haphazard way in the practice of an analytic/ rational
approach which could be improved on. Perhaps, organizations in Malaysia could adopt a
more rigorous scientific-based selection process as a compliment to the preferred intuitive/
social approach in their decision-making. |
| first_indexed | 2025-11-14T19:00:59Z |
| format | Dissertation (University of Nottingham only) |
| id | nottingham-27991 |
| institution | University of Nottingham Malaysia Campus |
| institution_category | Local University |
| language | English |
| last_indexed | 2025-11-14T19:00:59Z |
| publishDate | 2013 |
| recordtype | eprints |
| repository_type | Digital Repository |
| spelling | nottingham-279912017-10-19T14:11:47Z https://eprints.nottingham.ac.uk/27991/ Decision-making Approach to Employee Selection among Companies in Malaysia Koh, Anna Ching Ling With so much rhetoric placed on the importance of “hiring the right employee” in every organization to ensure a ‘fit’ between the potential candidates and the company as a wrong hire could amount up to 30% of the employee’s earning in the first-year to an organization (Hacker, 1997). This topic – employee selection has received little attention in the Malaysian context, therefore, this research was conducted with the main objective to study organizations hiring or selection methodology, the analytic/ rational or intuitive/ social approach they choose in reaching a final hiring judgment, the issues and challenges that they faced, as well as their future strategy among organizations in Malaysia. The limitations within selection’s decision-making due to humans’ subjectivity are known as bounded-rationality is also explored in this research. A total of 50 surveys were carried out among companies from various industries, and 3 interviews were conducted with senior human resource personnel of varying company size and industry in relation to the subject of decision-making approaches to selection among organizations in Malaysia. The key findings of this research suggest that the majority of Malaysian organizations neither wholeheartedly accept nor reject an analytic/ rational approach but favors a hybridization approach to selection where there is a blending of both analytic and intuitive model which provides an acceptably holistic approach in their hiring judgment. There are, however, a haphazard way in the practice of an analytic/ rational approach which could be improved on. Perhaps, organizations in Malaysia could adopt a more rigorous scientific-based selection process as a compliment to the preferred intuitive/ social approach in their decision-making. 2013 Dissertation (University of Nottingham only) NonPeerReviewed application/pdf en https://eprints.nottingham.ac.uk/27991/1/AnnaKohChingLing.pdf Koh, Anna Ching Ling (2013) Decision-making Approach to Employee Selection among Companies in Malaysia. [Dissertation (University of Nottingham only)] |
| spellingShingle | Koh, Anna Ching Ling Decision-making Approach to Employee Selection among Companies in Malaysia |
| title | Decision-making Approach to Employee Selection among
Companies in Malaysia |
| title_full | Decision-making Approach to Employee Selection among
Companies in Malaysia |
| title_fullStr | Decision-making Approach to Employee Selection among
Companies in Malaysia |
| title_full_unstemmed | Decision-making Approach to Employee Selection among
Companies in Malaysia |
| title_short | Decision-making Approach to Employee Selection among
Companies in Malaysia |
| title_sort | decision-making approach to employee selection among
companies in malaysia |
| url | https://eprints.nottingham.ac.uk/27991/ |