Key approaches for organisations to build a strong workforce and talent management in Malaysia.

Malaysia is gaining popularity in attracting potential Foreign Direct Investments. This translates to increasing business opportunities and growth which require business organisations to build a strong workforce and talent management in order to capitalise on these growth and business opportunities.

Organisations can build better talent through various strategies and practices aimed at fostering employee development, enhancing skills, and creating a supportive work environment. Here are some key approaches:

1. Continuous Learning and Development: 

Organisations can offer regular training sessions and workshops on relevant skills and knowledge to employees. For organisations with limited resources, they can consider building better talent management through cost-effective and innovative human resource management strategies like leveraging on free and low-cost training resources. 

Such as utilising complimentary or affordable e-learning platforms like Coursera, Udemy, Khan Academy, and LinkedIn Learning. They can also  encourage employees to attend free webinars and listen to industry-specific podcasts. 

Employers may consider on-the-job training by pairing less experienced employees with seasoned mentors for training, guidance, and growth. Or informal sessions where employees can share their knowledge over meals.

Case Study: Lunch around; Learn Around (LALA)

Malaysian based manufacturing, marketing and distribution of food and beverage companies like Mamee-Double Decker implements lunch and learn sessions (LALA sessions) for employees to foster continuous learning and development inter-departmental.

2. Career Development Opportunities: 

Organisation can develop a clear career progression path within the organisation such as allowing employees to work in different roles or departments to gain a diversified experience.

Most importantly, emphasise on creating transparent and fair promotion policies in the organisation to reward and recognise talent.

3. Performance Management:

Employers should implement continuous feedback instead of annual reviews. Setting clear goals and objectives for employees to work towards and constantly check-in on their progress to make them feel valued and foster productivity.

For example, regular check-ins, implement frequent, informal check-ins to provide feedback, work management, and discuss development goals. 

Recommended technology tools:

Project management tools like Notion to encourage discussions, tasks, and collaborations.

4. Work-Life Balance:

Employers can consider implementing flexible work arrangements and employee well-being programs in order to build and foster a more productive, engaged, and committed workforce.

Collaborative tools:

Complimentary and inexpensive technology tools (i.e. Microsoft Teams, Slack, Trello, Google Workspace) can facilitate communication, collaboration and still stay on top of the game as a team.

5. External partnership:

Employers can consider partnering with human resource expertise such as professional consultants like recruitment agencies to stay ahead of hiring and talent management trends and bring in fresh perspectives towards the job market.

Engage with Bell Ward Malaysia (www.bell-ward.com) for hiring solutions and talent management. We are industry experts who always stay on top of global human resource trends and issues across all types of businesses. Our team of professional consultants is focused on developing long-term relationships with clients and candidates.

In a competitive business environment, these strategies can help the organisation create a work environment that nurtures talent, promotes continuous improvement, and drives overall organisational success.