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.
Slide 2 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 Slide 3
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) Slide 4 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) Slide 5 Asean
Nations Slide 6 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
Slide 7 Asean Nations Economic Indicator Source : The Official
Website of The Association of Southeast Asian Nations Slide 8 Asean
Nations Economic indicator Source :Asian Trade Database Slide 9
Asean Nations Economic Indicator Source : The Official Website of
The Association of Southeast Asian Nations Slide 10 Asean Nations
Populations & Economic Indicator Source : The Official Website
of The Association of Southeast Asian Nations Slide 11 Asean
Nations Populations & Economic Indicator Source : The Official
Website of The Association of Southeast Asian Nations Slide 12
Asean Nations - Trade Source : The Official Website of The
Association of Southeast Asian Nations Slide 13 Asean Nations
Economic Indicator Slide 14 Slide 15 Asean Nations -
Competetiveness Source : The Star, Saturday April 21, 2012,
Unleashing Aseans dynamism, By CECILIA KOK Slide 16 Asean Nations
Population Age Group Source : Asian Community in Figures 2009 Slide
17 Asean Nations Literacy rate Source : Asian Community in Figures
2009 Slide 18 Asean Nations Unemployment rate Source : Asian
Community in Figures 2009 Slide 19 Human capital development in
plantation Plantation HRD TRANSFORMATION Training &
DevelopmentProven emotional intelligence principlesPositive
cultural changeStrategic alignmentGrass roots operational
efficiencies Slide 20 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
Slide 21 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
Slide 22 Human capital development in plantation Plantation HRD
PRACTITIONERS SKILLS Business strategy partner Change agent
Administration Expert Employee Champion Instructional designing
capabilities Adult learning expert Slide 23 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 Slide 24 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 Slide 25 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 Slide 26 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 Slide 27 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 Slide
28 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
Slide 29 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 Slide 30 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. Slide 31 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 Slide 32 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) Slide 33
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. Slide 34 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. Slide 35
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 Slide 36 Thank you
Isp.org.my 016 2309359
