Creating a Global Talent-Pool

and a Competitive Labor Force

Extractives-Led Local Economic Diversification -
Conference
Reconciling Trade and Local Content Development
27-28 January 2016

Aishah Md Lassim
Head of Diversity & Capability Programmes
Talent Economics: Demand vs Supply

DEMAND
What and When
SUPPLY
Where and How

Employment Talent Skill

Drivers Dynamics Shifts
Talent Lifecycle: Demand

GRADUATE ON-BOARDING MID CAREER PROFESSIONAL

& TRANSITION Technical
CXO level

Lack of Talent fit vs Talent Incoming

employable skills mismatch development expatriates

63% women Returning talent Diversity Leadership

graduated from from abroad (e.g. Gender development
local universities scholars, Nationality
Malaysian Age Diversity
professionals)

CHALLENGES IN MALAYSIA
Talent Lifecycle: Supply

GRADUATE ON-BOARDING MID CAREER PROFESSIONAL

& TRANSITION Technical
CXO level

TALENTCORP SOLUTIONS
 Talent Supply: Graduates
Overview: Scholarship Talent Attraction & Retention
The STAR programme is the gateway for Government scholars to work and serve their
scholarship bond with Malaysias leading private sector companies.

Success Story More Examples

Nurul Hana Muhamad
Nawawi
Through the STAR,
Graduate of Temple University
programme, Mohd Hanif was Executive, Risk &
recruited into PETRONAS Management
ICT in the Downstream IT PETRONAS
team

Mohd Hanif values a wide Marianne Chuo

range of exposure, which Graduate of Oxford University
Mohd Hanif bin Mohd Taib Analyst
Graduate of Saga University (Japan) Petronas ICT provides. He Accenture
Project Delivery was rotated into various jobs
and collaborations with
different teams through this Nicholas Khaw
experience Graduate of Harvard
University
TalentCorp has Economist
successfully placed 1,019 Khazanah Nasional Berhad
scholars in 2015
 Talent Supply: Women in the Workforce
Overview: Career Comeback Programme
The Career Comeback Programme was initiated to support latent women talent to
transition back to work through close collaboration with employers to address their talent
needs.
Success Story
Lorraine quit her corporate
job to care for her special
needs child. Being the main
caregiver in her family, she
took a career break for 6
years
Through the Career
Lorraine Anne Scully Comeback Programme, she
Financial Security Analyst secured a job in Intel
Since its launch, a total of Support from her boss
256 women returnees have through flexible work
arrangements enable her to
secured employment. This
bring her son to therapy
amounted to an annual
cumulative income of session(s) or hospital
RM14.9 million. appointments
More Examples
Kala Govinthan
Front Desk cum Admin, HR
Talent Management
Colgate Palmolive
Career Break: 9 months
Rosilah Hassan
Accounts Payable Analyst
BASF
Career Break: 3 years
Panida Grinneback
Executive, Marketing &
Communications
PwC
Career Break: 2 years
Talent Supply: Returning Malaysians from Abroad
Overview: Returning Expert Programme
The Returning Expert Programme (REP) facilitates the return of Malaysian professionals
from abroad to overcome the shortage of professional and technical experts in the country,
towards creating a world-class workforce in Malaysia.

Success Story More Examples

Mohd Zaki was working in Cheryl Yeoh

Vietnam and Saudi Arabia for CEO
3 years and 5 years Malaysian Global Innovation
& Creativity Centre (MAGIC)
consecutively

He made the decision to

return to Malaysia out of the Rhenu Bhuller
Mohd Zaki Awang desire to make a contribution Partner & Senior Vice
Senior Production Technologist to the development of President, Healthcare
Malaysia Frost and Sullivan

TalentCorp has successfully facilitated the return of 628

Antony Fook Weng Lee
Malaysian professionals in 2015. The 2015 pool of REP
CEO
has been one of higher quality and the programmes AIG Malaysia Insurance
effectiveness was validated by World Bank
Talent Supply: ASEAN
Overview: MY ASEAN Internship
MY ASEAN Internship facilitates Malaysian and ASEAN students in local universities to
intern at various ASEAN countries.

Success Story
Ben-Jie graduated as a More Examples
Finance and Economics
student and landed an
internship with AirAsia Aisyah Zafirah Md Fuad
Thailand through the
MYASEAN Internship at

He was exposed to a
number of overseas
assignments across ASEAN
Lim Ben-Jie and was immediately offered
at a job when he graduated
Genice Chong Xin Jing
at

A total of 40 interns benefitted from this new initiative.

The Ministry of International Trade and Industry (MITI) is
looking to scale up this programme for 2016
Talent Supply: Foreign Talent
Overview: Residence Pass-Talent
The Residence Pass-Talent (RP-T) is a 10-year renewable pass for highlight qualified
expatriates to continue to reside and work in Malaysia.

Success Story More Examples

On a posting by her previous
company, Mona decided that
Malaysia was the best place Adachi Yoshikazu
to combine work with raising CEO
Nomura Securities Malaysia
a family

RP-T gave her a feeling of

Mona Kalu
Expertise: Geo-Scientist
Nationality: Nigerian
As a geo-scientist, Monas
TalentCorp has
successfully facilitated
1,113 foreign talent in
2015
being welcomed to the
country without needing to Alois Hofbauer
renew visas every quarter or Managing Director
twice a year Nestl Malaysia
biggest contribution has
been in the area of oil & gas
development in Malaysia. In Dr Marie-Aime Tourres
Senior Research Fellow
the course of her work, she Universiti Malaya
has transferred a lot of
knowledge to the locals
Talent Supply: Managing Diversity

Diversity in Board and C-Suite Levels in Malaysia

13% 5%
In a collaboration with PwC 100
Female

Gender
Malaysia, TalentCorp 75 87% 95% Male
conducts Diversity in the 50

Workplace surveys to better 25

understand the current 0

Board CEO
diversity landscape in public
100 49% 22%
listed companies. 20-29
30-39
75

Age
The 2nd diversity survey was 40-49

recently released in mid 2015 50 34% 45% 50-59

which is also in line with 25

60

Bursa Malaysias 13%

3% 1%
26%
7%
requirement for all listed 0
Board CEO
companies annual reports to
100 10% 12%
Nationality

establish and disclose Non-Malaysian

75 90% 88%
diversity policies in their Malaysian
50
annual report from January
25
2015.
0
Board CEO

Source: TalentCorp PwC Diversity in the Workplace Survey 2015

What is For Now and What is the Future

CRITICAL SKILLS MONITORING

Future Needs
COMMITTEE (CSC)

TOP-DOWN BOTTOM-UP
Analysis of National Statistics Engagement with Industry
DOSM Industry Bodies
MOHR Sector Regulators
Est. & Administrative data Investment Agencies

Critical Occupations
List (COL)

Coordinate human capital development policy interventions

Multiple
Agencies

Current Needs Immigration

(Expatriates)
W/force &
W/place policies
TVET Graduate
employability
Scholarship
management

Jointly led by In collaboration with

 w w w. t a l e n t c o r p . c o m . m y

THANK YOU

Aishah Md Lassim
Head of Diversity & Capability Programmes

aishah.mdlassim@talentcorp.com.my

+603-7839 7000
13
Appendix
Points for Reflection: Worksheet

GRADUATE ON-BOARDING MID CAREER PROFESSIONAL

& TRANSITION Technical
CXO level

Skills for Employment Succession

Skill shifts
employment drivers planning