Initiatives in Bridging the Talent Gap 7 September 2016
Initiatives in Bridging the Talent Gap
7 September 2016
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1 INTRODUCTION • M i s s i o n S ta te m e nt• Ev o l u t i o n o f Ta l e nt
A g e n d a• O u r F o c u s
Build effective partnerships and make a difference in addressing Malaysia’s talent needsto enable the country to reach its aspiration of a high-income nation
1Acting as a focal point to understand talent issues and develop solutions
2Bridging Industry and Government to enhance talent-related policies
3Building public-private collaborations to attract, nurture and retain talent
4Implementing catalyst initiatives targeted at critical skill gaps
M I S S I O N S TAT E M E N T
2011
TC commenced operation on 1 Jan 2011. Started with three initiatives
2012
Launch of Talent Roadmap andevolution to focus on initiativesby talent pools(since 2012 – present)o Malaysians in Malaysiao Malaysian Abroado Foreign Talent in Malaysia
2013 2015
Initiatives under the three maintalent pools continue to grow:o Malaysians in Malaysia
(i) Graduates and Students(ii) Professionals(iii) Women returning to work
o Malaysians abroad(i) Students(ii) Professionals
o Foreign Talent(i) Professionals
onwards
Understand demand/
supply
Assess talent
Administer Intervention
E V O L U T I O N O F TAL E N T AG E N D A
P R O G R A M M E S & I N I T I AT I V E S
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2 AT TRACTING QUALITY TALENT
• Engaging Malays ians Abroad
C O N N E C T I N G M AL AY S I A N S AB R O A D
T O E M P L O Y E R S I N M AL AY S I A
MALAYSIAN STUDENTS STUDYING ABROAD
MALAYSIANS WORKING ABROAD
We provide platforms for employers to connect to Malaysian talent abroad and vice versa.
TalentCorp will connect and refer Malaysians abroad
to employers through
engagement activities
STUDENT SUMMER BREAK PROGRAMMES • • CORPORATE LEADER SESSIONS
• INDUSTRY INSIGHTS• FIELD TRIPS
PROFESSIONAL NETWORKING SESSIONS WITH EMPLOYERSWe arrange professional networking sessions for Malaysians to meet Malaysian employers when they are participating in overseas career
fairs.
TRAVELLING LEADERS SESSIONSWe arrange meet up sessions for employers travelling overseas on
business who would like to meet Malaysian professionals / students in the country they are travelling to.
JOB REFERRALS (PROFESSIONALS)We work with Malaysian employers to refer Malaysians abroad to job
opportunities in their company and have had successful hires.
CAREER FAIRS (STUDENTS)We facilitate Malaysian employers by referring overseas Malaysian
students to employers and provide tax incentives for employers who participate in overseas career fairs.
ENGAGEMENT
FACILITATION & AWARENESS
E N G AG I N G M AL AY S I A N S AB R O A D
RETURNING EXPERT
PROGRAMME
• 15% flat tax rate for 5 years consecutively• Tax exemption for all personal effects (1
shipment)• Exempted from duty/taxes for CKD car• Permanent Resident (PR) status for foreign
spouse
3,943Approved
(2011- August 2016)
CONNECTING RETURNING
EXPERTS TO JOBS
SEMESTER BREAK PROGRAMME• CORPORATE LEADER SESSIONS
• INDUSTRY INSIGHTS• FIELD TRIPS
GRADUATE CAREER FAIRS(CFI Tax Incentive)
TRAVELLING LEADERSMEET UP WITH POTENTIAL HIRES
(during employer trips abroad)
Total Application since 2011 – present: 23
Total Approved: 13
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3 DEVELOPING TALENT
• Enhanc ing Graduate Employabi l i ty
• Optimiz ing Malays ian Profess ionals
AWARENESS EXPOSURE EMPLOYABILITY
Pre-graduation Post-graduation
Connecting students and future employers to increase awareness on available career options• Sector Focused
Career Fair (SFCF)• Industry/Career Talk• Ind-E-Zone• Mass Lectures
Encouraging industry-relevant internship experience which leads to employment• Structured
Internship Programme (SIP)
• Internship +• myASEAN
internship
Enhancing knowledge and practical skill sets through specific interuniversity competitions• Innovate Malaysia• Talent Trail• GBS Challenge
Motivating and intensifying industry-academia collaborations
Provide job-seeking graduates with sector-specific industry-relevant training and exposure• GEMS• JPA-MAP (STAR)• Employability
Boot Camp
Streamline talents according to competency level and focus on appropriate talent interventions
Raising Career
AwarenessFinal Year Project /
Competition GEMS
Profiling / Boot Camp Structured
Internship
SIP : 56,134GEMS : 19,733
MAI : 91
E N H A N C I N G G R A D U A T E E M P L O Y A B I L I T Y
568participation
(2015- 2016)
• Raise level of professionalism in HR• Ensure adequate pipeline of HR professionals
• Ensure HR professionals are business and solution centric
COLLABORATING WITH PROFESSIONAL BODIES
HR CERTIFICATION
Co-Funding Arrangement• 50% from TalentCorp
• 50% from employers (HRDF claimable)
4,040participation
(2015-2016)
TALENT PROCERTIFICATION• Developing employees to obtain industry-recognised
professional certifications• Support Government’s effort to strengthen human capital
development
COLLABORATING WITH PROFESSIONAL BODIES
Accounting: ACCA, CPA Australia, CIMA, ICAEW, MICPA-ICAA
Finance : CFA, CFP, CCP, IFP
Project Mgmt : PMP
ICT : Microsoft, Oracle, CISCO, SAP
HR : MIHRM, AHRI, SHRM, CIPD
Double tax deduction incentive on training expenses
O P T I M I S I N G M A L AY S I A N P R O F E S S I O N A L S
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4 RETAINING TOP TALENT
• Retain ing Scholarship Ta lent
• Fac i l i tat ing Foreign Talent
• Women in Workforce
WOMEN IN WORKFORCE
A collaborative effort between
GR
AD
UA
TEFO
REI
GN
W
OM
EN
SCHOLARSHIP TALENT ATTRACTION & RETENTION
RESIDENCE PASS- TALENT
Allows JPA scholars to serve their government bond in the private sectors.
& 3,456serving bond in
private sectors
(2011- 2016)
A 10-year pass for highly qualified expatriates with specialized skills, expertise with global experience, expected to play key roles in supporting Malaysia achieve its objective of propelling the economy to a high-income status.
4,814approved
(2011- 2016)
Supports employers implementing flexible work arrangements toward better retention and engagement of employees.
Career Comeback Programme : Acute brain drain situation where our professional women citizens are leaving the workforce, creating critical gaps in our labour force.
Grant Incentive:• Resourcing Grant: co-funding 75% of cost incurred in resourcing• Retention Grant: 1 month salary reimbursement for retaining
women returnees for more than 6 months.
269women back in
workforce
(2015- 2016)
29companies
adopted FWA
(2015- 2016)
R E TA I N I N G T O P TA L E N T
STAR graduates placed as
Pharmacists: 31
PRP Training: Then & Now
STAR Pharmaceutical Companies
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5 PILOT CRITICAL OCCUPATIONS L IST(COL)
• Fac i l i tate the coordinat ion of inter vent ions to address sk i l l s mismatch
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Guide human capital policy and resource allocation for TalentCorp’s programmes
Measures to attract talents• REP• SBP• Graduate Career Fair
Measures to retain talents• RPT• STAR• Women in Workforce
Measures to develop talents• GEMS / Upskilling• Bootcamp• SIP
P I L O T C R I T I C A L O C C U PAT I O N S L I S T ( C O L )
As part of efforts under the 11th MP to address skills mismatches in the labour market, the Critical Skills Monitoring Committee (CSC) was established to construct a Critical Occupations List (COL)
BOTTOM-UPEngagement with
Industry
+
TOP-DOWNAnalysis of National
Statistics
• Industry Bodies• Sector Regulators• Investment Agencies
•DOSM, MOHR• Est. & Administrative data
The COL consists of occupations that are
skilled and sought-after
CSC
P I L O T C R I T I C AL O C C U PAT I O N S L I S T ( C O L )
No. Critical Occupation
1 Finance Managers
2 Policy and Planning Managers
3 Business Services Managers
4 Administrative Managers
5 Research and Development Managers
6 Information and Communications Technology (ICT) Services
Managers
7 Geologists and Geophysicists
8 Mathematicians, Actuaries and Statisticians
9 Industrial and Production Engineers
10 Civil Engineers
11 Mechanical Engineers
12 Chemical Engineers
13 Mining Engineers, Metallurgists and Related Professions
14 Engineering Professionals Not Elsewhere Classified
15 Electrical Engineers
16 Electronic Engineers
17 Telecommunications Engineers
18 Graphic and Multimedia Designers
19 Manufacturing Professionals
20 Accountants
21 Financial and Investment Advisers
No. Critical Occupation
22 Financial Analysts23 Management and Organisation Analysts
24 Personnel and Career Professionals
25 Advertising and Marketing Professionals
26 Systems Analysts
27 Software Developers
28 Applications Programmers
29 Software and Application Developers and Analysts Not
Elsewhere Classified
30 Database Designers and Administrators
31 System Administrators32 Computer Network Professionals
33 Database and Network Professionals Not Elsewhere Classified
34 Lawyers
35 Electronics Engineering Technicians
36 Mechanical Engineering Technicians
37 Environmental and Occupational Health Inspectors and
Associates
38 Securities and Finance Dealers and Brokers
39 Credit and Loans Officers
40 Accounting Associate Professionals
41 Insurance Underwriters
42 Information and Communications Technology (ICT) User
Support Technicians
Note: The Critical Occupations List (COL) is constructed based on the Malaysia Standard Classification of Occupations (MASCO) 2008
To p 3 0 i n t h e H e a l t h c a r e S e c t o r
COMPANY CEO Fac. GEMS SIP STAR JPA - Map REP RP-T EPII HR Cert CCPCANCER RESEARCH INITIATIVES FOUNDATION
PFIZER (MALAYSIA) SDN BHD
BARD SDN BHD
GRIBBLES PATHOLOGY (MALAYSIA) SDN BHD
INSTITUT JANTUNG NEGARA SDN BHD (IJN)
MAHKOTA MEDICAL CENTRE SDN BHD
MALAYSIAN BIOTECHNOLOGY CORPORATION SDN BHD
PRINCE COURT MEDICAL CENTRE SDN BHD
PUSAT PERUBATAN UNIVERSITI MALAYA (UNIVERSITY MALAYA MEDICAL CENTRE)
SANOFI-AVENTIS (MALAYSIA) SDN BHD
TELEFLEX MEDICAL SDN BHD
ZALUVIDA CORPORATE SDN BHD
ZUELLIG PHARMA SDN BHD
AMBU SDN BHD
ASP MEDICAL CLINIC SDN BHD
ASTRAZENECA SDN BHD
BAXTER HEALTHCARE (MALAYSIA) SDN BHD
CHEMICAL COMPANY OF MALAYSIA BERHAD (CCM)
CHERAS MEDICAL CENTRE SDN BHD (PANTAI CHERAS)
CIBA VISION JOHOR SDN BHD
HOSPITAL LAM WAH EE
HOVID BERHADÿ
HSC MEDICAL CENTER (KL) SDN BHD
KOTRA PHARMA (M) SDN BHD
KPJ HEALTHCARE BERHAD
KPJ KAJANG SPECIALIST HOSPITAL
KUMPULAN PERUBATAN (JOHOR) SDN BHD
LABLINK (M) SDN. BHD.
MINISTRY OF HEALTH (MOH)
PANTAI MEDICAL CENTRE SDN BHD
RAMSAY SIME DARBY HEALTH CARE SDN BHD
RAWANG SPECIALIST HOSPITAL SDN BHD
REGENCY SPECIALIST HOSPITAL SDN BHD
ROCHE ( MALAYSIA) SDN BHD
ROCHE DIAGNOSTICS (M) SDN BHD
SIBU MEDICAL CENTRE CORPORATION SDN BHD
THE TUN HUSSEIN ONN NATIONAL EYE HOSPITAL
TROPICANA MEDICAL CENTRE (M) SDN BHD
Highest Product Uptake:
1. RP-T2. REP3. STAR4. HR Certification
I N P U T F R O M I N D U S T RY
1. We would like to connect professionals in Pharmaceuticals and Medical Devices to jobs in Malaysia• Please approach TalentCorp with potential employment opportunities
2. We would like to hear your views on critical occupations. Please click here to complete the survey (20-30 minutes).
An opportunity for Pharmaceutical and Medical Devices companies to highlight talent issues
THANK YOU
There should be no major talent problem in Malaysia: key is to address mismatch & coordinate Government interventions
TalentCorp Roadmap: “TalentCorp does not find employment for jobseekers”
Understanding skills in demand
Connect to jobs / Assist employers
To better address Malaysia’s labour market, we can replicate approach for other talent pools facing mismatch:- Unemployed school leavers- Malaysians made redundant
AssessTalent Pool
Determine intervention, if any
Diaspora seeking employment
Expatriate talent
Unemployed graduates
Government Scholars
Identify priority skills to match to jobsFacilitate required talent through REP
Liberalise expat guideline for critical skill gaps
Tier graduate based on need : whether basic, bootcamp or full
GEMS training
Connect to leading employers
Allowing employers to access diaspora database/ intro candidates
Facilitate immigration services
Engage employers on potential training required / gap to fill
Access to scholar pre-graduation
Leverage career comeback grantWomen on career break Career workshop? Establish fit for work
Critical Occupation List
National level statistics eg. Labour
Force Survey+
Industry feedback+
Analysis of TalentCorp
administrative data
TalentCorp connecting talent needed by Malaysia to jobs
A P P E N D I X : C O L
Electronic Engineers (2152)
Bottom-up evidence received includes the following job titles in these sectors:
- Electrical & Electronics Sector
RF Engineers; Embedded System/Firmware Engineers; Wafer Fabrication Process Engineers; IC Design Engineers;
Further reference:
E&E Sector Study on the Supply-Demand of Talent in Malaysia (pg. 134 - 147)
- Information & Communications Technology (ICT) and Global Business Services (GBS) Sector– System Design and
Development Cluster
Computer Engineers; Audio And Video Equipment Engineers; System Architects; Structural Designers
Further reference:
MSC Malaysia Skills Competency Matrix 2.0
Bottom-up evidence received indicates the occupation is hard-to-fill in the Electrical & Electronics sector
Common types of qualifications: Degree in Electrical & Electronics; Computer Engineering; Telecommunications;
Mechanical Engineering; Material Engineering; Emphasis in IC Design/Microelectronic
Critical Occupation (MASCO Code) Additional Information
Software Developers (2512)
Bottom-up evidence received includes the following job titles in these sectors:
- Electrical & Electronics Sector
Computer Programmers; Multimedia Programmers; Information Technology Researchers; Software Engineers; Root
Cause Failure Analysis (RCFA) Engineers
- Information & Communications Technology (ICT) and Global Business Services (GBS) Sector-(Information Technology
Cluster)
SAP Application Developers
Common types of qualifications: Degree or higher in Computer Science; Information Technology
Common types of industry certification in ICT/Global Business Services sector: SAP Certified – Associate Business
Foundation & Integration with SAP ERP 6.0 EHP5; SAP Certified Development Consultant SAP NetWeaver 2004 –
Application Development Focus ABAP
Only for illustration purposes