Presentation on theme: "3 rd INTERNATIONAL PLANTATION INDUSTRY CONFERENCE & EXHIBITION (IPiCEX 2012) Session 1 ISSUES AND CHALLENGES TOWARDS GLOBAL PLANTATION INDUSTRY – EDUCATION."— Presentation transcript:
3 rd INTERNATIONAL PLANTATION INDUSTRY CONFERENCE & EXHIBITION (IPiCEX 2012) Session 1 ISSUES AND CHALLENGES TOWARDS GLOBAL PLANTATION INDUSTRY – EDUCATION & MANAGEMENT Education & Professional Development Program By Daud Amatzin IPiCEX 2012 5 – 7 Nov 2012, Le Meridien Hotel, Kota Kinabalu, Sabah, Malaysia.
Talking points 1. Introduction 2. Map of Asean nations, crops by importance 3. Populations and dominance by economics 4. Human capital development in plantation 5. Issues and challenges 6. Discussions and trends 7. Conclusion/closing remarks
Introduction What is Human Capital? Health, knowledge, motivation and skills, the attainment of which is regarded as an end in itself (irrespective of their income potential) because they yield fulfillment and satisfaction to the possessor. In an organizational context, human capital refers to the collective value of the organizations intellectual capital (competencies, knowledge, and skills). This capital is the organization's constantly renewable source of creativity and innovativeness (and imparts it the ability to change) but is not reflected in its financial statements. (Definition by Business Dictionary.Com)
Introduction What is Plantation Sector? A sector for commercial industrial agriculture crop production and business supply chain. (Def. by Daud Amatzin) Asean Region? ASEAN is the Association of Southeast Asian Nations, a political, cultural, and economic organization of nations in Southeast Asia. ASEAN includes Brunei, Cambodia, Indonesia, Laos, Malaysia, Myanmar, the Philippines, Singapore, Thailand, and Vietnam. (Def. by Investor Glosary)
Asean Major Commodities COUNTRYPALM OILRUBBERCOCOACOCONUT OILSUGAR CANE P (1000mt) Area (000 ha) P (1000 mt) Area (000 ha) P (1000mt)Area (Ha) P (1000mt)AreaPro- duction Area Malaysia 19,0004,670Nil1,022.78354,13337 Singapore Nil Brunei Nil Thailand 1,7001,450407.2471046 Indonesia 27,00023,000 16.16572917,634968 Vietnam Nil64.47258,500Nil Philippines 10053.851,518 Cambodia Nil10.01Nil Laos Nil Myanmar Nil21.41Nil
Asean Nations – Economic Indicator Source : The Official Website of The Association of Southeast Asian Nations
Asean Nations - Competetiveness Source : The Star, Saturday April 21, 2012, Unleashing Aseans dynamism, By CECILIA KOK
Asean Nations – Population Age Group Source : Asian Community in Figures 2009
Asean Nations – Literacy rate Source : Asian Community in Figures 2009
Asean Nations – Unemployment rate Source : Asian Community in Figures 2009
Human capital development in plantation Plantation HRD TRANSFORMATION Training & DevelopmentProven emotional intelligence principlesPositive cultural changeStrategic alignmentGrass roots operational efficiencies
Human capital development in plantation Plantation HRD LEADERSHIP Leadership behavioral quality delivery Assertiveness, Flexibility, Inquisitiveness Involvement, ResponsivenessLeadership values Respect for people (friendly, caring, dynamic), Walk the talk (consequence management, result focus, continuous improvement). Leadership competencies Communication, business acumen, teamwork, cultural sensitivity drive & resilience, global mindset, decision making sciences
Human capital development in plantation Plantation HRD TECHNOLOGY Information Technology E-Learning Off campus graduate program Part-time post- graduate program HRD Database Benchmarking Systems Seminar & TOT Program Coaching & Mentoring System
Human capital development in plantation Plantation HRD PRACTITIONERS SKILLS Business strategy partner Change agent Administration Expert Employee Champion Instructional designing capabilities Adult learning expert
HC Issues and challenges The Top 25 Critical Human Capital IssuesThe Top 25 Critical Human Capital Issues (AVG GAP), By Erik Samdahl | March 31, 2010Erik Samdahl Source : HRM Today
HC Issues and challenges From basic to high-end product From local player to global enterprise From labour to technology intensive 1. Managing / Coping with Change Insignificant research outcome Sluggish plantation technology progression Productivity stagnant (i.e. OER, yield per hec) 2. Performance management
HC Issues and challenges Unable to leading change Unable to take advantage of growth opportunities Inefficient Insufficient leadership capacity Unable to develop better teamwork Incapable to create a passionate workforce Non-customer driven 3. Leadership Development
HC Issues and challenges Attracting and retaining enough employees at all levels to meet the needs of organic and inorganic growth Creating a value proposition that appeals to multiple generations Developing a robust leadership pipeline Overcoming a "norm" of short tenure and frequent movement 4. Talent Management
HC Issues and challenges Lack of a sufficient pipeline of talent Inability to motivate and retain key employees Ineffective business practices Lack of company vision and failure to address future needs 5. Succession Planning Baby boomers and X generation retiring Improper knowledge management system 6. Knowledge retention
HC Issues and challenges Guess workers dependency i.e In 2011, Plantation sector in Malaysia utilized 255,600 foreign workers (93% from total requirement) Aging workforce - Especially, the industry expert 7. Workforce planning Language barrier ; Foreign workers (Bangladesh, Myanmar, Nepal), Internal talent to go abroad. Technology savvy Unfilled skill gap 8. Skill level of the workforce
HC Issues and challenges Employee trust (Turnover, Career development, Safety & Security) Inadequate talent recognition & reward 9. Engagement Gender bias Important role for women in Plantation? National Sentiment Any dispute has become national issues 10. Sentiment
Discussions In order to maximize the human capital values, plantation organization should recognize the importance of the following aspects in human capital management: Talent Recruiting for the right talent through effective recruitment and identifying talents already embedded in the organization Develop these talents or potential capacity into needed competencies.
Discussions Competency Applying competency based human resources management whereby All job positions have the required competency profile well documented and Individual competency level of incumbents periodically appraised. Training, education, on the job experience Investing on improvement of individual competency in line with their respective talent into the required level of competency of the job position
The Incorporated Society of Planters (ISP) 1919 Fellowship (FISP) Advanced Professional Diploma (AISP) Licentiate Diploma (LISP) Certificate Plantation Management (CPM) Certificate Plantation Practices (CPP) Short/Refresher Courses (Customised)
Discussions Placement, Rotation and Succession Planning and Performance Management These are essential processes in managing talents and competencies: to develop the right talent for the right competency to carry out current or future job assignments. Good talent based manpower planning To reduces development cost and cycle time, Improve productivity, and Creates employee satisfaction. Effective performance management To improvement of human capital values.
Discussions Health and Safety Attention to personnel health and safety are paramount to ensure that the organizations human capital performs well and grows to higher value. Motivation, Innovation These represent the people aspect of human capital which do not exist in other physical capital. Highly motivated, innovative and creative people with the right talent based competency well developed will ensure high value of corporate human capital and growing corporate wealth.
References Harvard Business Review Malaysian Palm Oil Board Website Malaysian Palm Oil Council Website Malaysian Cocoa Board Website Malaysian Rubber Board Website World Cocoa Foundation Bloomberg Businessweek Website The Association of Southeast Asian Nations Website ASEAN Economic Community Chartbook 2009 Business Dictionary.Com Investor Glosary.com The Star