Figure 3. Top 10 Human Capital Challenges, 2015.
Source: Deloitte.
SECTION 2.
2.1 RECRUITMENT.
Goal: Hire qualified front line employees and middle management in six months. .
One of the main foreseen challenges for this task is the mismatch between the employment standards in Canada and Malaysia. This may limit the talent pool available and delay the hiring process. .
Furthermore, the challenge would be more complex and very sophisticated when education is in an inadequate standard especially in a global context. As being the HR consultant, it is very vital that you will need to carefully scrutinize job qualifications. This is due to the fact that major disparities will exist and it tends happen between various regions and institutions in individual countries, as well as between countries. Thus, HR will need to be aware and be more informative about hiring decisions so that they are able to have ability to understand these differences (EIU, 2014).
Hence, the first step towards recruitment is to create a local talent acquisition team who has experience with the local labour environment. It is important to note the need for a local labour attorney who will bridge the gap between labour and taxations laws of the two jurisdictions. The team should also be equipped to address prevalent fraud issues and lack of financial and criminal data in emerging countries such as those in Asia-Pacific, where Malaysia is a part of (Braund & Tollemache, 2009).
Malaysian MNCs like Maybank and Sime Darby are also expanding abroad, and many more domestic companies are growing exponentially. Hence, they provide stiff competition especially since locals now prefer domestic companies which "can offer more senior roles" (Dewhurst et al. 2012). .
To attract local talents especially for middle management, EXTEC should deliver strong employment branding and offer unique opportunities and benefits. As for general talent acquisition methods, EPS, Singapore-based recruitment specialist, noted the following as the most effective in Malaysia:.
