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