Focusing on the dire state of Malaysia’s perennial brain drain issue, ASEAN Today recently published a piece.
In response to the same, Anthony Raja Devadoss, Vice President Asia Pacific, Kelly Outsourcing and Consulting Group comments that, “The article hits the nation’s brain drain issue right on its head, and accurately depicts the alarming state of the deteriorating state of continual HR talent losses from this market.”
While the Malaysian government is making considerable efforts to address this, corporations and organizations (Private and Public sector, MNCs and SMEs) need to see the urgency of acting in their own capacity to help themselves – since business productivity and sustainability cannot rely on expecting this massive problem being resolved by the government anytime soon.
So what can employers do? What actions do corporations take to resolve the issue of insufficient HR talent and resources? They need to prioritize having a Talent Supply Chain Management (SCM) strategy today and if you already have one, ramp-up the effort to activate it.
Basically, corporations need to change their ways of managing their talent resources. They need to accept the brain drain issue is not going away for the next few years at least; so plan to move away from the traditional way of employment to a robust talent engagement framework.
Some of the key points highlighted in the article published by ASEAN Today are:
There are many ways to do this, but KellyOCG’s key advocacy now is to reshape your workforce to adopt the Free Agent Workstyle trend – a movement that is already hitting the US, Europe and many Asian regions.
KellyOCG believes that Malaysia’s fundamental workforce and talent, is highly adaptable to this Free Agent model, especially in the Gen Y and Gen Z pool of mid-20s to early 40s employees. Adopting a ‘Free Agent’ model as part of the company’s Talent Supply Chain Management (SCM) strategy fits well to an overall flexible and varied approach to sourcing workers for the company.
The non-traditional way of filling up the need for a workable workforce in a company, besides full time employees, may involve
These could make up for a more fortified Talent Supply Chain Management (SCM) Strategy.
In short internally, there are numerous ways and action points that corporations and organizations can take to do something about the impact of Malaysia’s brain drain problem on their talent and HR requirements – these include talent optimization, good succession planning, building employee competencies, managing transitions and much more.
But immediately and most fundamentally, it is important to first work at a Non-Traditional Talent Supply Chain Management (SCM) Strategy that incorporates the free agent workstyle trend that we believe, will work quite well in Malaysia’s corporate culture.