CYBERJAYA: All practices, be it the education system or human resources (HR), will have to change and adapt to new technology which has also created new jobs in its wake.
Malaysian Digital Economy Corp Sdn Bhd (MDEC) talent and digital entrepreneurship director Siti Norliza Mohd Sahar said the education system in Malaysia has to be more practical-based and implement a more hands-on approach.
“With the emergence of new technology and jobs such as big data analysts and drone traffic optimisers, which were unheard of five years ago, the skill sets required for jobs will also change.
“There is a need to create an awareness for building an ecosystem for new talents. In fact, it was a good move by the Government to implement the 2u2i system in higher learning institutions,” said Norliza. The 2u2i programme requires undergraduates to study on campus for two years and intern at industries for another two years.
Apart from that, Norliza said it is imperative for the HR industry in Malaysia to be open to utilising technology and the changing trends of hiring.
For example, formal interview settings do not appeal to the younger generation. Hence, HR practitioners should consider a more casual environment when hiring, such as conducting interviews in cafes, or Internet-based platforms such as Google Hangouts or Skype.
“The HR fraternity has to move fast, in line with technology.
“HR practitioners have to be updated with the latest trends and ways of doing things; and they can do so by sharing or learning from best practices. If the HR fraternity is not agile, flexible, or open to communication, then they will stand to lose talents,” she said.
Norliza highlighted that the trend today in attracting talents is no longer fixed on the offered salary package. Before taking up a job, employees or talents consider matters beyond salary, such as job exposure, career opportunity, and flexibility in working arrangements.
Talents are gravitating towards working in startups over multinational companies (MNCs) because of the career opportunities and flexibility that come with the job. Employees in MNCs do not want to be involved in mundane tasks. Instead, they look to partake in interesting projects where they can contribute their skills.
A firm or corporation’s openness to communication is also a vital component in drawing talents to its workforce.
Talents appreciate leaders who communicate well with their staff, which in turn facilitates better exchange of ideas.
In addition, companies that deliver on their promise for talent development will stand to retain talents.
Norliza added that talents, too, have to keep themselves updated by continuously upscaling themselves and learning more than one skill set.
“Today, no matter which sector or department you belong to, you will be working with information and communication technology (ICT). Jobs today are no longer brick-and-mortar in nature,” she said. Norliza will give a talk entitled Digital Economy Talent Builder at the upcoming HR Conference 2017: Trend Leadership, alongside key speakers SP Setia Bhd chief human resources officer Nadiah Tan Abdullah, Leaderonomics client management director Caroline Ong, and Starbucks Coffee Malaysia and Brunei partner resources and compliance director June Beh.
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