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Talent Corporation Malaysia Berhad USA & Canada Outreach September 2012
1. Talent Roadmap 2020
2. Programme Details
3. General FAQs
Table of Contents
People First, Performance Now
New Economic Model
10th Malaysia Plan
National Transformation Policy 2011
We are well on our journey towards Vision 2020
Productivity and Wages
Quality of Life
Constrained growth and investments
We want to avoid a vicious cycle of fewer talent and a weakened economy
and instead catalyse change to spur a virtuous cycle of investments, jobs and talent.
Education Review (MOE) &
Employability Blueprint (MOHE)
New Economic Model (NEAC) &
Strategic Reform Initiatives (PEMANDU)
Labour Law Reform (MOHR)
Increased growth and investments
Malaysia as talent hub
Government Transformation Programme
Enhanced talent availability
High income jobs, careers & quality of
Drive interventions and build partnerships with public and private sectors to enhance talent supply in critical areas
Achieve high-income status by building upon policy directions, strategies and programmes of the 10th Malaysia Plan
Established in January 2011 to catalyse enhanced talent supply in the critical areas of the ETP
Acts as focal point on talent issues and develops
interventions for critical skill gaps
Mediates between private sector and Government
agencies for policy change
Focus on building collaborations with
employers to engage top talent
Implements catalyst initiatives, and refines policy
based on experience
* Global Talent Index
3 1 4
TalentCorp aims to address the talent shortages via 3 Strategic Thrusts
TalentCorps Mission Build effective partnerships and make a difference in addressing Malaysias talent needs to enable the country to
reach its aspiration of a high-income nation
Strategic Thrust 1 Optimise Malaysian Talent
Strategic Thrust 2 Attract & Facilitate Global Talent
Strategic Thrust 3 Build Networks of Top Talent
TalentCorps Aspiration Malaysia as global talent destination
Top 20 by 2020*
* Global Talent Index
Build platforms to optimise talent
Guidance for young talent to make informed decisions on career options aligned with
Early exposure to real work environments
for a smooth transition to industry
Human Capital Community
MyLinE4E, e-Careers, Sector Focused Career Fair
Structured Internship Program, Upskilling
STAR, TAPS Retention & recruitment of women
To ensure home-grown talent secure fulfilling careers
Strategic Thrust 1: Optimise Malaysian Talent
Structured Internship Programme Encourages companies to plan meaningful internships for local students. Endorsed programmes are eligible for double tax deductions. Aims to offer 12,000 internship placements in ETP sectors to local undergraduates. A total of 175 industry partners have been endorsed including Sunway TES-UM-ACCA for Financial
Upskilling Accelerate the development of talent pool for high value added jobs and make them industry ready Upskilling programmes trained over 1000 graduates for careers in the E&E, Oil and Gas, Telco and IT
sectors. Programs include FasTrack, High Income Talent Research Engineers (HITRSE) and and Technology
Specialist In Specific Domain Expertise (TeSSDE).
MyLinE4E Collaboration with MoHE on MyLine, an online self-directed learning portal that is administered by
UTM. TalentCorp will aggregate content from leading employers that aims to up-skill young Malaysians for
the workforce Received cooperation and commitment from 10 companies namely, Accenture, Axiata, CIMB, EY,
Intel, Maxis, Maybank, Motorola, Telekom and PWC.
STAR & TAPS Launched in August 2011 to enable JPA scholars to build careers in priority sectors of the GTP & ETP. In 2011, 157 (+60) JPA scholars from top overseas universities secured placement with over 100
leading employers in private sector; 84 top JPA scholars were placed in key Government agencies.
Strategic Thrust 1: Accomplishments
Sector Focused Career Fairs A platform that brings industry and students together. Aims to educate the public on career paths in NKEA sectors namely: O&G, E&E, IT, Telco, Biotech,
Finance, Accounting, Healthcare, Tourism, FMCG and Education. Career Fairs organised for 2012 include collaborations with Jobstreet, IIUM, Sunway U, Graduan and
Latent Talent To develop policy interventions and / or public private collaborations towards promoting the return
and retention of women in the workforce.
Strategic Thrust 1: Accomplishments (contd)
Facilitate returning talent
Enhance expatriate facilitation
Greater awareness of opportunities and collaborations via outreach and career fairs
Support for returning Malaysians interested in local career and business opportunities
Facilitate policies and top-notch services to top foreign talent
Returning Expert Programme (REP), Facilitating Returning Doctors
Residence Pass-Talent (RP-T), Employment Pass II (EPII)
Outreach, Career Fairs, MyWorkLife
To facilitate best global talent to complement the Malaysian talent pool
Strategic Thrust 2: Attract & Facilitate Global Talent
Outreach to Malaysians abroad
Attract & Facilitate Global
MyWorkLife An online guide on living and working in Malaysia has reached around 750,000 unique hits, with 50%
of visitors from US, UK, Aus, SG, since its launch on 17 January 2012.
Returning Expert Programme To encourage more Malaysian professionals abroad to return & contribute to Malaysias economic
transformation. 680 REP applications approved in 2011 with 1200 targeted for 2012 (900+ as of July) REP profiles include senior management positions in leading Malaysian companies & MNCs in O&G,
Finance, ICT, Healthcare and Business Services sectors.
Facilitating Returning Doctors MoU signed with MOH on collaboration in various areas, including facilitating registration of
returning doctors and joint outreach with private sector to engage with doctors abroad.
Career Fair Incentives 39 Malaysian companies have participated in overseas career fairs attracting about 2,300 unique CVs. 2012-2015 target is to have 70 companies participating, and attracting 4,000 CVs.
Residence Pass-Talent Introduced in April 2011, offers top foreign talents a longer tenure of 10 years to reside & work in
Malaysia and contribute to ETP Also extended to spouses, enabling them to work in Malaysia Over 670 RP-Ts have been issued to top expatriates in leading companies like Shell, CIMB, Technip,
IBM, Petronas Carigali, Intel, Shell, Siemens & Standard Chartered, with 80% of recipients as top management / technical experts.
Over 500 i-Pass offered to RP-T in October 2011 to ease their mobility.
Employment Pass II (EPII) Employment Pass policy liberalisation enables longer tenure of top foreign graduates in local HEIs to
work and contribute to critical skill gaps in Malaysia.
Strategic Thrust 2: Accomplishments
TalentCorp connects top talent to leading employers and to each other
Strategic Thrust 3: Build Networks of Top Talent
Build Networks of Top Talent
Cross Fertilisation To enhance model for subsequent batches for cross fertilisation / cross assignments in terms of
expansion of participating organisations, introduce cross mentoring; towards developing network of potential future leaders.
Global Diaspora Network Directly engaged over 1,500 Malaysian professionals and students currently living abroad through its
outreach programmes. Tap on network & experience of Malaysia diaspora to link overseas-based Malaysian investors and
professionals to ETP opportunities. TalentCorp-Silicon Valley Nexus Workshop successfully connected Silicon Valley-based Malaysian
entrepreneurs with Malaysian businesses.
REP Club To be launched in 2012.
PR-T and RP-T Community Introduced in 2011.
Strategic Thrust 3: Accomplishments
Malaysia as a global talent hub
Talent Roadmap 2020 is about the intended outcome.
LETS WORK TOGETHER !
1. Talent Roadmap 2020
2. Programme Details