Southeast Asia’s growth story continues to hold opportunities for investors. But the region’s demographic, socio-economic and cultural diversity mean that business leaders cannot employ a one-size-fits-all approach to managing and retaining talent across different markets. This challenge is further compounded by an increasingly tech-savvy workforce with changing expectations of work.
How can organisations build up a talent pool with the right skills and values to drive business growth across the diverse ASEAN markets? A recently-published book by two HR professionals puts forth several best practices in talent management. Talented Southeast Asia: Building Success through Talent Management Excellence (Sylvia Vorhauser-Smith and Karen Cariss, 2014) comprises insights gleaned from senior management of over 50 Southeast Asia-based multinational companies including Bosch, BHP Billiton, Deloitte, Dentsu Aegis Networks, DHL, Mastercard, Olam International, Pandora, and Smiggle.
In a special session for IPS Corporate Associates, one of the book’s authors, Ms Karen Cariss, will highlight the workforce characteristics of six ASEAN countries – Indonesia, Malaysia, the Philippines, Singapore, Thailand and Vietnam – and analyse the implications for businesses looking to capitalise on opportunities there. She will also touch on the following issues in her presentation, and the subsequent Q&A:
- How will the free flow of skilled labour in the ASEAN Economic Community blueprint affect workforce planning?
- Does the 70/20/10 reference model for training and learning in the workplace apply to talent development in Southeast Asia?
- What works in retaining talent in this region?
- How, and why, should organisations use HR analytics to ensure better recruitment outcomes and leadership pipelines?
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