This presentation from Mr. Nazrul Aziz from TalentCorp for the 12th meeting of the OECD Southeast Asia Regional Policy Network on Education and Skills outlines TalentCorp Malaysia's approach to effective skills programming and employer partnerships, stressing the need for demand-driven policies that are evidence-based, fostering a whole-of-ecosystem approach between government actors, educational institutions, and industry actors.

1. Presented by:
Mohamad Nazrul Aziz
Vice President, Graduate, Diaspora & Industry Partnership
Talent Corporation Malaysia Berhad
30 NOV 2022 | 4.15PM MYT
OECD Southeast Asian Regional Policy Network
Collaborative Skills Systems:
Employers Driving Better Skills Outcomes

2. To transform Malaysia into a
Global Talent Hub
Attract, nurture, and retain
the right expertise
to spur economic growth
Announced in 10th
Malaysia Plan.
Began operations on
1st January 2011
Agency under the
Ministry of Human
Resources (MoHR)
TALENT CORPORATION
MALAYSIA BERHAD
Drive strong & effective
PARTNERSHIPS
Intervention
PROGRAMMES
Advocate
POLICIES
Introduce
BEST PRACTICES
How?
OUR 3 STRATEGIC THRUSTS
1. Optimise Malaysian Talent
§ Ensuring a strong and sustainable demand driven
talent pool
2. Attract and Facilitate Global Talent
§ Attracting diaspora and foreign talent with requisite
experience and expertise that can provide brain gain
3. Build Networks of Top Talent
§ Engagement of top talents to foster collaborations and
contribution for talent development
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3. 3
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TALENTCORP DEMAND-DRIVEN APPROACH
Critical Occupations List (MyCOL) National Skills Registry (MyNSR)
mynext
Insights and intelligence on industry talent
demand and sought-after occupations
An integrated talent solution
and analytics platform
A central platform for the standard of
skills and future competencies
INDUSTRY ENGAGEMENTS
MYXpats
Knowledge base and insights
on industry expatriate needs
Industry
Partnership
COMPLETING
THE
ECOSYSTEM
Research &
Policy
Campus
Engagement
Talent Supply - IHLs
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Input & insights
Internship/
Apprenticeship
Flexible Working
Arrangement)
Advisory
Councils
Upskilling/
Reskilling
Diaspora
Facilitation
(Talent/Graduate)
Feedback,
Insights &
Co-solution
Ecosystem
Approach
Facilitation (Returning
Experts/ Expatriates)

4. Quick-Win Medium Terms Long Terms Future State
Attract
Nurture
Retain
*IA: Industry-Academia
• Industry talk & awareness
• Electives revision
• Adjunct lecture
• Campus outreach
• Sector-focused roundtable
• Industry @ faculty
• Adjunct lecture
• Campus engagement
• Best practices sharing & adaptation
• Co-creation of sector-focused IAC
projects
• NEW skills exposure
• NEW field exploration
Awareness
• Courses/ electives embedment
• Skills mapping
• Structured internship –
National Internship Policy
• Industry-driven modular
courses
• Skills development
• New tech & skills
• Internship to employment
• Scaled up Work-Based Learning
Exposure
• Structured supply-demand
talent data sharing
• Gaps analysis
• Sector-focused life-long
learning
• Establishment of regional/ sectoral
skills committee
• Gaps analysis
• Sector-focused life-long learning
• Talent development
interventions driven by regional/
sectoral skills committee with
matching grant from the Gov
Plug-ins
High
C o n n e c t | C o l l a b o r a t e | C o - C r e a t e
Low
T
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Industry-Driven
Talent
Hub
To understand the talent
demand-supply and piloting
projects through the
enablers
Better understanding, review &
adjust the approach based on the
feedback and outcome of pilot
projects
Framework adoption and
snowballing
(1-2 years) (2-3 years) (3-4 years)
Strong talent
ecosystem &
sustainable talent
pipeline for the
industry
Industries’
ownership towards
developing own
local grown talents
Strong
establishment
and foundation
of IA relationship
Robust Talent
Ecosystem for
IAC
• Research & development
• Future tech & skills
(foresighting)
• New skills adaptation
• New tech adaptation
STRATEGIC INDUSTRY ACADEMIA COLLABORATION
(IAC) FRAMEWORK
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5. Recruitment
Process
Placement
Work & Training
Programme
Graduation
Talent Pool Database
Profiling (Self-Awareness)
• Understand self capabilities
• Understand skills gap
• Career Competencies
On-The-Jobs
Value-Added Skills
• Training & Upskilling
• Industry Competencies Modules
• Career Mentoring & Coaching
Industry Select Committee
• Employer screening
• Employer to assess and evaluate
potential candidate
• Employer to decide on placement
Storyline Example
Exhibit 1:
Work Placement: Osram Opto Semiconductor
Value-Added/ Upskilling: Testing & Commissioning
Collaborative Partner: PSDC Penang
Talent Projection:
Aina, Electrical Engineering graduated with 3.0 CGPA from Universiti
Sains Malaysia → Enrol for SF-CAP: Electrical & Electronics → N
E
X
T
Assessment → Assessed and evaluated by Industry →
W
o
r
k
Placement with Osram Opto Semiconductor → On-the-Job +
Upskilling by PSDC Penang → Get HIRED!
Mechanics:
q Co-sharing model and collaborative intervention programme –
Government (NCER Jom Kerja – RM1,000 amount claimable for
6 months + Upskilling Training Needs for the Talent) + Employer
Contribution (RM1,500 Salary payment by the participating
employers) = RM 2,500 per month/trainee
q Identified critical/ niche sectors & skillset
Requirements:
q Work placement (Min. of 6 months work placement)
q Upskilling training & Employability Module (tailor made to the
intervention programme)
q 90% absorption rate upon on-the-job training completion
Talent Employer/ Industry
SECTOR-FOCUSED CAREER ACCELERATION PROGRAMME (SF-CAP)
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6. HOW CAN WE DO BETTER TO FOSTER CLOSER
COLLABORATION BETWEEN THE GOVERNMENT,
INDUSTRY & ACADEMIA IN STRENGTHENING
THE TALENT ECOSYSTEM?
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7. THANK YOU
GET IN TOUCH
Talent Corporation Malaysia Berhad 201001035653
E-mail info@talentcorp.com.my
Website www.talentcorp.com.my
MYNext Sdn Bhd 200901017217
(formerly known as GEMS Malaysia Sdn Bhd)
E-mail hello@mynext.my
Website www.mynext.my
Malaysia Expatriate Services Centre Sdn Bhd 201301004330
E-mail helpdesk@myxpats.com.my
Website www.myxpats.com.my
TalentCorpMsia