Cultivating a high-performance workforce

IN his foreword in the National Workforce Human Capital Development Blueprint 2018-2025 launched earlier this year, Human Resources Minister Datuk Seri Richard Riot Jaem said, “The backbone of any country is its workforce; it is what drives the economy. This is why human capital development plays such a significant role in every Malaysia Plan.”

It is for this reason companies must maintain the welfare of their employees as it would greatly affect overall productivity and efficiency.

How else would companies be able to compete in an uncertain economy and tackle the challenges of industry 4.0?

In recent times, there have been many companies, especially among the small and medium-sized enterprises ( SMEs), which may be unaware of HR best practices when it comes to managing people and of their legal obligations as an employer.

Subsequently, in pursuit of profitability and business objectives, some companies tend to overlook the role of HR as a strategic partner of the business.

It is not uncommon to come across news of companies failing to comply with provisions stipulated under the Employment Act, with regards to matters such as termination, dismissals, employee benefits and rights as well as industrial disputes.

This is where the National Human Resource Centre ( NHRC) comes in. In light of such issues, NHRC, under the Human Resources Development Fund ( HRDF) has been established to help employers address these types of issues, which employers may face.

NHRC acts as an HR department and offers complimentary advisory services and consultation on all HR matters. Employers are encouraged to consult the NHRC through its online portal, call centre, and via specialised training sessions. NRHC has the expertise to equip SMEs with the necessary tools and knowledge to enable them to manage their employees more effectively. Among the events held by the NHRC is the Training Needs Analysis ( TNA) programme for employers. Here are what some participants had to say about the programme: We concluded that not all skill shortages and knowledge gaps can be resolved via general training and without data or justification. The TNA helped us to formulate more effective and structured training plans according to identified performance gaps. From the TNA scheme, we were able to successfully identify the different forms of training required by our employees. The courses taught us how to properly manage the training calendar to benefit both employer and employees. Upon completing the TNA programme, we are now capable of determining the appropriate training needed for our staff and to conduct our own TNA. We have a better picture of what would benefit the company both monetarily and non- monetarily.