The Talent Issue. 11 Nov 2010

  The Talent Issue   There was a discussion online about Talent Management in one of the HR groups on LinkedIn.  The question posted was : Malaysia’s Talent Corp aims to attract 700,000 of skilled people back home. What’s your take on this as a holistic talent management strategy? What type of carrot would you use?


I thought it might be useful to post my reply to the question over here as well……


Looking at the issue primarily as incentives to get talent to return home, I believe, will not address the issue adequately. There are reasons for their departure that relate to the situation here. This may not necessarily be resolved with incentives or with a quick solution. Moving abroad is not something people do at the drop of a hat but they do go where they are supported, financially, non-financially and in terms of their lifestyle. People put themselves and their family before any other interest or need.

Further, they may also now have ties to their adopted place that a strategy for their return needs to take cognisance of, in order that it be addressed. I believe that the issue of talent here is a much bigger one. We need to ensure that we have in place systems and an approach that supports talent choosing this country proactively. It will therefore address the issue of talent that has left, talent that is considering leaving at present as well as future talent. This strategy should be broad-ranging and take into account :-
1. total rewards schemes in place
2. the opportunity for career development
3. the educational system in place
4. how we benchmark against other nations in terms of best practices
5. what steps government and private industry are taking to address talent management holistically
6. how quickly and effectively organisations are leveraging the tools they have at their disposal, to understand the breed of talent that exists right now – what they want, what they aspire to, how they approach their choices and their life as distinct from previous generations.

HR practitioners should get together in some sort of consortium and help address these issues. HR should also benefit from working with government more closely to address this issue.

There should also be more conversation about this that translates into action. At some point, we need to stop talking about it and take proactive steps. The question however, is who wants to get involved? Who wants to get down and dirty on this issue, that cannot be resolved with a quick fix?


About rowena morais

Media Communications and Editorial Specialist. With my strong professional network of contacts, I help individuals and organisations, particularly those within Human Resource and Technology, strengthen their skill-base and brand through compelling writing, beautiful design, content marketing and publishing. Let's talk.

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