Date of Conferral

2020

Degree

Doctor of Business Administration (D.B.A.)

School

Business Administration

Advisor

Brandon D. Simmons

Abstract

Surveys on organizational training and development expenditures in the United States showed a total spend of $83 billion in 2019; however, 40% of new leaders still fail in the first 18 months. Managers need to devote attention to improve talent development programs since employees who receive talent training in organizations are 75% more likely to succeed in senior positions and future leadership roles. Grounded in transformational leadership theory, the purpose of this multiple case study was to explore successful talent development strategies that support succession planning. The participants were 6 business leaders holding different corporate positions such as managing directors, business unit leaders, HR managers, and learning and development managers in 6 multinational manufacturing corporations (MNCs) in the Southeast Asia region. Data were collected through semistructured interviews and organizational documents and policies. Thematic data analysis identified three main themes: organizational culture and its importance for talent development, talent identification and development strategies, and strategic human resource management for succession planning. Business leaders who deploy the appropriate talent management strategies may help their organizations manage succession planning efficiently. The development and deployment of successful succession programs may have a positive social change in local communities by creating robust employment prospects and job stability. Creating robust employment prospects and job stability could increase leaders’ morals and develop a personal growth mindset, extending beyond their organizations to support social programs that benefit individuals and communities.

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