Harvard Case - TalentCorp Malaysia and the Returning Expert Programme
"TalentCorp Malaysia and the Returning Expert Programme" Harvard business case study is written by William R. Kerr, Danielle Li, Mathis Wagner, Alexis Brownell. It deals with the challenges in the field of Entrepreneurship. The case study is 31 page(s) long and it was first published on : Jan 24, 2017
At Fern Fort University, we recommend that TalentCorp Malaysia enhance the Returning Expert Programme (REP) by focusing on a multi-pronged approach that addresses the challenges faced by returning experts and strengthens the program's effectiveness. This approach includes initiatives to improve the program's visibility and outreach, enhance the support provided to returning experts, and promote a more collaborative ecosystem for talent development.
2. Background
The case study focuses on TalentCorp Malaysia, a government agency tasked with attracting and retaining skilled talent in the country. The REP is a key initiative designed to encourage Malaysian professionals working abroad to return and contribute their expertise to the domestic economy. However, the program faces challenges in attracting sufficient participants and retaining returning experts.
The main protagonists of the case study are:
- TalentCorp Malaysia: The government agency responsible for implementing the REP.
- Returning Experts: Highly skilled Malaysian professionals working abroad who are targeted by the REP.
- Malaysian Companies: Potential employers of returning experts.
3. Analysis of the Case Study
To analyze the case study, we can utilize a SWOT analysis framework to identify the strengths, weaknesses, opportunities, and threats associated with the REP:
Strengths:
- Government Support: The REP enjoys strong government backing, providing credibility and resources.
- Talent Pool: Malaysia has a pool of skilled professionals working abroad who could contribute significantly.
- Economic Growth: The program aligns with Malaysia?s economic growth aspirations by attracting talent and fostering innovation.
Weaknesses:
- Limited Awareness: The REP lacks widespread awareness among potential participants and employers.
- Limited Support: The support provided to returning experts is inadequate, particularly regarding career guidance and networking opportunities.
- Bureaucratic Processes: The application process for the REP can be cumbersome and time-consuming.
Opportunities:
- Digital Marketing: Utilizing digital platforms and social media can enhance outreach and engagement.
- Partnerships: Collaborating with industry associations and universities can expand the program?s reach and resources.
- Talent Development Programs: Implementing training and mentorship programs can enhance the skills and adaptability of returning experts.
Threats:
- Competition: Other countries offer attractive incentives to attract skilled professionals.
- Economic Uncertainty: Global economic fluctuations can impact the attractiveness of returning to Malaysia.
- Brain Drain: The program needs to address the underlying factors contributing to the brain drain of skilled professionals.
4. Recommendations
To address the challenges and capitalize on the opportunities, TalentCorp Malaysia should implement the following recommendations:
1. Enhance Program Visibility and Outreach:
- Targeted Marketing Campaign: Develop a comprehensive marketing campaign targeting specific industries and professional communities abroad. Utilize digital platforms, social media, and industry events to reach potential participants.
- Partnerships with Alumni Associations: Collaborate with Malaysian alumni associations in key countries to raise awareness and promote the REP.
- Engaging Content: Create compelling content highlighting success stories of returning experts and showcasing the benefits of the program.
2. Strengthen Support for Returning Experts:
- Career Guidance and Mentorship: Provide comprehensive career guidance services, including resume writing, interview preparation, and networking opportunities. Establish mentorship programs connecting returning experts with experienced professionals in their fields.
- Financial Assistance: Offer financial incentives to offset relocation costs and provide support for professional development.
- Cultural Adaptation Programs: Develop programs to assist returning experts with cultural adaptation and integration into the Malaysian workforce.
3. Foster a Collaborative Ecosystem:
- Industry Partnerships: Establish partnerships with Malaysian companies to create job opportunities for returning experts and facilitate knowledge transfer.
- University Collaborations: Partner with universities to develop training programs and research collaborations involving returning experts.
- Networking Events: Organize networking events to connect returning experts with potential employers and industry leaders.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core Competencies and Consistency with Mission: The recommendations align with TalentCorp?s mission to attract and retain skilled talent by addressing the challenges faced by returning experts and enhancing the program?s effectiveness.
- External Customers and Internal Clients: The recommendations focus on attracting and supporting returning experts, addressing their needs and concerns, and facilitating their integration into the Malaysian workforce.
- Competitors: The recommendations consider the competitive landscape and aim to make the REP more attractive compared to similar programs in other countries.
- Attractiveness ? Quantitative Measures: While quantifying the impact of the recommendations is challenging, the focus on increasing program visibility, enhancing support, and fostering collaboration is expected to increase the number of returning experts and their contributions to the Malaysian economy.
- Assumptions: The recommendations assume that the government will continue to support the REP and that Malaysian companies are willing to hire returning experts.
6. Conclusion
By implementing these recommendations, TalentCorp Malaysia can significantly enhance the effectiveness of the Returning Expert Programme. This will lead to increased participation, better support for returning experts, and a more robust talent pipeline for the Malaysian economy.
7. Discussion
Alternatives not Selected:
- Focusing solely on financial incentives: While financial incentives can be attractive, they may not be sufficient to address the broader challenges faced by returning experts.
- Ignoring the need for cultural adaptation: Failing to address cultural adaptation can lead to difficulties for returning experts in adjusting to the Malaysian workplace.
Risks and Key Assumptions:
- Government funding: The success of the recommendations depends on continued government support for the REP.
- Industry participation: The effectiveness of the program relies on the willingness of Malaysian companies to hire returning experts.
- Global economic conditions: Economic uncertainty can impact the attractiveness of returning to Malaysia.
Options Grid:
| Option | Advantages | Disadvantages | Risks |
|---|---|---|---|
| Enhance Program Visibility and Outreach | Increased awareness and participation | Requires significant marketing investment | Limited impact if other challenges remain |
| Strengthen Support for Returning Experts | Improved integration and retention | Requires additional resources and expertise | Potential for program complexity |
| Foster a Collaborative Ecosystem | Enhanced knowledge transfer and innovation | Requires strong partnerships and coordination | Potential for conflicts of interest |
8. Next Steps
- Develop a detailed implementation plan: This plan should outline specific activities, timelines, and resource requirements for each recommendation.
- Establish performance metrics: Define key performance indicators (KPIs) to track the program?s effectiveness, such as the number of returning experts, their job placement rate, and their contributions to the economy.
- Regularly monitor and evaluate: Conduct periodic reviews to assess the program?s progress, identify areas for improvement, and make necessary adjustments.
By taking these steps, TalentCorp Malaysia can ensure that the Returning Expert Programme becomes a valuable asset for attracting and retaining skilled talent, contributing to the country?s economic growth and competitiveness.
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Case Description
TalentCorp Malaysia runs the "Returning Expert Programme" (REP), a government program designed to encourage Malaysian professionals abroad to return home through use of various incentives. The REP is intended to combat the "brain drain," caused by highly educated professionals moving away to take advantage of better career opportunities by offering returnees benefits such as tax breaks and permanent residency for family members. In 2011, TalentCorp took over administration of the REP, and through adjustments to incentives and application requirements was able to dramatically increase the number of REP applicants and approvals. Now they are considering another set of changes and must demonstrate that their changes will increase "bang for the taxpayer buck," raising the number of applicants while maintaining the same level of quality.
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