Malaysia is a south eastern Asian country with a population
of 28 million people. Currently classed as a developing nation, Malaysia is
fully engaged in an economic transformation plan known as the “ Vision 2020”.
The plan was introduced by Malaysia’s former Prime Minister, Dato Seri Dr
Mahathir Bin Mohamad. The strategic goal is to turn Malaysia into a
self-sufficient, developed, industrialised nation by the year 2020. As a fast
growing nation, Malaysia is experiencing certain challenges when it comes to
talent management and work-life balance in the workforce. As a start, there is
a talent gap that needs to be filled in various disciplines. In several
business sectors in Malaysia there are initiatives required to ensure that the
correct talent is being recruited and that skilled employees are being
retained. The well being of employees also needs to be closely monitored as
they grapple with increased workload, lack of skilled employees and in some
cases language and cultural barriers.
Longer working hours is becoming common place in Malaysia
and there is a tendency towards a culture of “admiring” employees who stay back
and work late into the evening. Family,
on the other hand, is also highly valued in Malaysian culture and this will
often come in conflict with the need to work late, leading to tension and
stress.
As the recruitment agency Adecco states : ”..many countries-
including Malaysia- are experiencing labour shortages and have a need for a
deeper pool of talent. Malaysia has its
fair share of foreign talent in the workplace, but what is crucial is the
continued development of home grown talent to meet the country’s labour
needs.”
All companies in Malaysia with a drive for “kaizen”
(constant improvement) on a foundation of a scarce talent pool will require
high levels of strategic planning, precise recruitment techniques, talent
acceleration programmes as well as mentorship programmes. In the process they
mustn’t forget the need for a balanced
work culture of task and people orientation as per Hofsted’s masculine and
feminine cultural dynamics. This is where Autonom Talent can offer the most
benefit! Cutting through cultural biases and barriers, Autonom Talent’s
measurement via ECG will provide clear and accurate data from which any talent
acceleration programme can be created. With a tailor-made approach, Autonom
talent will be able to provide unique support through coaching, consulting and
training.
The end result will be:
·
increased talent via up-skilling and
recruitment,
·
reduced costs by retaining and promoting talent,
·
develop potential through mentoring and coaching
·
higher levels of productivity by motivated,
energised employees
As Mahathir stated in his 2020 vision: “In our drive to
move vigorously ahead nothing is more important than the development of human
resources.... it is blindingly clear that the most important resource of any
nation must be the talents, skills, creativity and will of its people. Our
people are our ultimate resource. ..Malaysia must give the fullest emphasis
possible to the development of this ultimate resource.”
I am extremely excited about pioneering the AutonomTalent methodology here in
Malaysia! It provides the exact technique
and support needed to assist companies and individuals with their goals to
bridge the gap in inter-personal soft skills and provide the foundation to
minimise tension and overload in the work place.
Best of all, we will
be helping people and businesses grow their talent in a challenging environment
and in the process provide measurement tools to avoid the pitfalls of stress and burnout
that often plagues developed nations!
www.autonomtalent.com
www.blueprintfive.com
Sources:
Adecco 2010: Future Trends in Human Resources and Talent
attraction strategies in Malaysia
Wawasan 2020: The Way Forward presented by His Excellency
YAB Dato' Seri Dr Mahathir Mohamad at the Malaysian Business Council
Read more...
