Human Resource Management and ASEAN Integration:...

Human Resource Management and ASEAN Integration: The Role

of Communication By: Jocelyn R. Pick, Trustee PMAP

Managing Director, Profiles Asia Pacific

2 January 31, 2014

World Economic Forum (WEF) collaboration Human capital risk, employability and mobility were critical issues at the WEF’s 2012 annual meeting in Davos

“The world is moving from capitalism to talentism”

~Klaus Schwab, Founder & Executive

Chairman of World Economic Forum

3 January 31, 2014

This Session’s Agenda

HRM 101 Refresher – Role of Communication

A New World - Globalization and ASEAN Integration

Impact of Mobility

English in ASEAN

a PROFILES ASIA

PACIFIC presentation

What is Communication?

a PROFILES ASIA


speech Eye contact

Sign language

Facial expression

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Interpersonal communication is not confined to any single aspect of our lives.

We communicate interpersonally every time we interact with others.

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Interpersonal communication is applied during the following communication circumstances:

A job interview

A business meeting

A dinner speech

A candle light dinner

A marriage proposal

A press conference

A departmental meeting

A cocktail party

A stockholder’s meeting

A coffee break

A play

A conversation with a friend

A teaching assignment

A training session

CAN YOU THINK OF OTHER COMMUNICATION SITUATIONS….in HR?

Nature of Human Resource Management

• HR Activities • Strategic HR

Management • Legal Framework

and Practices • Staffing • Talent

Management and Development

• Total Rewards • Risk Management

and Worker Protection

• Employee and Labor Relations


• Line managers and the HR unit complement each other in managing human resources

• Cooperation between HR staff and line managers is necessary for HR efforts to succeed

• All these concerns highlight the importance and role of effective communication

a PROFILES ASIA


Verbal-Vocal-Visual

Professor Albert Mehrabian of UCLA, one of the foremost experts in personal communications measured the difference between the believability of the VERBAL, VOCAL, and VISUAL elements of our messages.

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Verbal-Vocal-Visual

Guess an estimate of which element carries the most believability when you are speaking (interpersonal communication) to persuade a listener…

ELEMENT %

Verbal ?

Vocal ?

Visual ?

Total 100%

a PROFILES ASIA


Verbal-Vocal-Visual

VERBAL

7%

VOCAL 38%

VISUAL 55%

TOTAL - 100%

The following is what Prof. Mehrabian found to be the most believable aspects of the three elements of your message.


• HR Management Roles

14 January 31, 2014

Driving talent mobility excellence People strategy must remain aligned with business strategy

Defines the performance goals the organization seeks to achieve and sets parameters for the decisions and investments it will make to support those goals

A unique set of prioritized choices about people investments that enables the organization to achieve its business strategy and performance goals

HR Management Roles (Contd.)

• The role of HR is transforming from a predominantly administrative one to a predominantly strategic one

• Driving forces for the change: cost-reduction pressures, business restructuring, broadscale downsizing/layoffs, and the globalization of business


• Visible trends: Increasing use of web-based technology in HR activities and outsourcing of HR administrative functions

• Not all HR outsourcing experiences are positive

• HR’s employee advocate role helps organizations ensure fair and equitable treatment for employees and avoid legal and regulatory complaints


• Examples where HR can play a strategic role: mergers and acquisitions; workforce expansion in line with strategic plans; succession planning as the workforce matures; staffing new facilities; improving HR efficiency and reducing HR staff headcounts; developing a new compensation plan for a new product or service.

Current HR Management Challenge

• Globalization of Business

• Outsourcing

• Contract out activities

• Off-shoring

• Shifting activities to a foreign country

• Terrorism

• Climate Change

Current HR Management Challenge

• Economic and Technological Changes

• Occupational shift from manufacturing and construction to services

• Workforce availability and quality concerns: Influx of foreign workers and foreign talents (skilled employees) while a sizable portion of the local workforce remains unskilled/low-skilled

HR Management Challenges (Contd.)

• Economic and Technological Changes (Contd.)

• Growth in contingent workforce: part-time, temporary, and contract (short-term of about 1 year) employees are entitled to legal protection but many are not aware of it

• Technological shifts and the Internet: Employees can get work done anytime due to the availability of electronic devices such as mobile phone and email. This may increase stress and blur the line between work and rest

22 January 31, 2014




Impact of Mobility

English in ASEAN

There is a huge

inflection point that the

world went through in

the last decade: we

basically went from a

connected world to a

hyper-connected world

and IT’S CVHANGING

EVERYTHING

At that time in 2004

"Facebook" didn't exist;

"Twitter" was a sound;

the "Cloud" was in the sky;

"Four-G" was a parking place;

"Linked-in" was a prison.

"Applications" was what you

send to college;

and for most people "Skype"

was a just typo. Thomas Friedman

GLOBALIZATION AND HR

SOCIAL NETWORKS & HR

WEB: ALWAYS ON, CONSTANTLY CONNECTED

FUTURE JOBS?

• PROFOUND CHANGES Technology: Biotechnology,

Information

Institutions: States, Corporations, Family

Societal values: environment, role of women, MNC

The New Economy is Characterized by:

• COMPLEX CHANGES

Global

More competition

Constant search for differentiation

Widespread commoditization

Age of the knowledge worker


• FASTER, FASTER; TUMULTOUS; COMPLEX CHANGES

More computing power in today’s car vs. Apollo spacecraft in 1969

50 WWW sites 12 years ago vs.. 400 million today

Amount of information available doubles every 5 years

Weekend edition of Philippine Daily Inquirer has more information than available to entire lifetime of a Filipino in the 1800s

Annual economic growth in 19th century is just a day’s growth in today’s world


These Changes are - - -

• Profound

• Rapid

• Tumultuous

• Complex

• Inevitable

“indeed, we are living in a totally different world”

20th vs. 21st Century Economies

Economic & social divisions

Stable

Trade protection

Regulated

Size

Rural to Urban

Nation-states

Specialized and operational

Educated elite

Lawyers dominate

Transport as key connector

Machine metaphor

Integration

Chaotic & dynamic

Open competition

Deregulated

Speed

National to Global

Nations/Investors/Individuals

Wholistic, strategic

Mass education

Engineering, science & tech

Web as key connector

Living organism

“Our world has greatly changed…however, our perceptions have not evolved at the same pace; we continue to cling to old national demarcations

and the old feelings of “us” and “them”.

- Dalai Lama

Comparative Report on Human Capital:

Philippines vs. ASEAN _________________________________________________

______

Based on the World Economic Forum’s Human Capital Report

2013

“The key for the future of any country and any institution lies in the talent, skills and capabilities of its people…. For the individual, as well as for societies and economies as a whole, investing in human capital is critical; even more so in the context of shifting population dynamics and limited resources.”

- Klaus Shwab Executive Chairman, World Economic Forum

Human Capital Report 2013

Pillar # of Indicators

Education 12

Health and Wellness 14

Workforce and Employment 16

Enabling Environment 9

TOTAL 51

4 Pillars of the WEF Human Capital Index

HC Index

Education

Health and Wellness

Workforce and

Employment

Enabling Environment

SEA Rank Country WEF Rank Score

1 Singapore 3 1.232

2 Malaysia 22 0.644

3 Thailand 44 0.158

4 Indonesia 53 0.001

5 Philippines 66 -0.161

6 Vietnam 70 -0.202

7 Laos 80 -0.297

8 Cambodia 96 -0.505

No data available for Brunei Darussalam and Myanmar.

ASEAN Country Scores and Rankings: Overall

Philippines… Ranks 5th in SEA. Is in the bottom 50% out of 122 countries.

TOP 3

1 Switzerland

2 Finland

3 Singapore

BOTTOM 3

12

0

Guinea

12

1

Mauritania

12

2

Yemen


1 Singapore 3 1.348

2 Malaysia 34 0.526


4 Philippines 65 0.011

5 Vietnam 73 -0.176

6 Thailand 79 -0.242

7 Laos 83 -0.320



ASEAN Country Scores and Rankings:

Education Philippines…

Ranks 4th in SEA. Is in the bottom 50% out of 122 countries.

TOP 3

1 Finland

2 Canada

3 Singapore

BOTTOM 3

12

0

Mali

12

1

Burkina

Faso

12

2

Yemen


1 Singapore 13 0.763

2 Malaysia 39 0.301

3 Thailand 40 0.281

4 Indonesia 84 -0.215

5 Vietnam 88 -0.291

6 Laos 91 -0.407


8 Cambodia 102 -0.596


ASEAN Country Scores and Rankings: Health and

Wellness Philippines…


TOP 3

1 Switzerland

2 Sweden

3 Denmark

BOTTOM 3

12

0

Nigeria

12

1

Trinidad and

Tobago

12

2

Yemen


1 Singapore 2 1.345

2 Malaysia 18 0.736

3 Thailand 27 0.482


5 Philippines 38 0.164

6 Cambodia 42 0.104

7 Vietnam 57 -0.040

8 Laos 59 -0.097


ASEAN Country Scores and Rankings: Workforce and

Employment Philippines…

Ranks 5th in SEA. Is in the top 50% out of 122 countries.

TOP 3

1 Switzerland

2 Singapore

3 Finland

BOTTOM 3

12

0

Yemen

12

1

Algeria

12

2

Mauritania


1 Singapore 5 1.471

2 Malaysia 22 1.014

3 Thailand 48 0.112

4 Indonesia 58 -0.082

5 Vietnam 73 -0.302


7 Laos 80 -0.364



ASEAN Country Scores and Rankings: Enabling

Environment Philippines…


TOP 3

1 Finland

2 Switzerland

3 Germany

BOTTOM 3

12

0

Venezuela

12

1

Mauritania

12

2

Guinea

The WEF Human Capital report has 9 indicators for talent:

1. Country capacity to attract talent 2. Country capacity to retain talent 3. Ease of finding skilled employees 4. Pay related to productivity 5. Capacity for innovation 6. Index of Economic Complexity 7. Firm level technology absorption 8. Scientific and technical journal articles (per 1k

people) 9. Median age of the working population

How does the Philippines

compare

to the rest of SEA in terms of

talent?

Except for 2 indicators, the Philippines consistently

ranked in the bottom half of ASEAN countries! Country capacity to attract talent – Last (8th) in SEA! Country capacity to retain talent – 7th in SEA Ease of finding skilled employees – 4th in SEA Pay related to productivity – Last (8th) in SEA! Capacity for innovation – 5th in SEA Index of Economic Complexity – 4th in SEA Firm level technology absorption – 3rd in SEA Scientific and technical journal articles (per 1k people) –

5th in SEA Median age of the working population – 6th in SEA

48 January 31, 2014




Impact of Mobility

English in ASEAN

ASEAN Integration and English

Historical Background:

• 1967 – Association of Southeast Asian Nations (ASEAN) was formed, English became the de facto lingua franca

• 2009 – English became the official language of the ASEAN

Rationale of the Article (A. Kirkpatrick)

Making English the sole official working language of the ASEAN, along with the promotion of respective national languages has this implication:

The future of many of the more than a thousand languages spoken in ASEAN will be under threat.

English and Asian Languages in the School Curricula

‘Outer Circle’ Countries – once colonies of English speaking countries:

⁻Brunei

⁻Malaysia

⁻Myanmar

⁻Singapore

⁻The Philippines – Colonized

by the US

Colonized by Britain

Philippines

• Challenges of a Bilingual Education Policy (BEP)-teaching English and Filipino

• National Language is Filipino, but there are more than a 100 other languages in the country

• 2009 - Introduction of Mother Tongue-Based Multilingual Education

Malaysia

• Currently supporting more mother tongue education to aid those from poorer and rural backgrounds

• Urban middle class prefer English to obtain good jobs and provide social mobility

• ‘National type’ schools teach to Chinese and Indian Malaysians respective.

Brunei

• Increased amount of English as medium of instruction

• Bilingual policy (dwibahasa) has been a success, because many Bruneians can speak Malay and English

• None of the indigenous languages are being maintained

Singapore

• English is the medium of instruction

• Has a bilingual policy (English and a mother tongue—Chinese, Malay and Tamil)

• English is becoming predominant home language among all major ethnic groups.

Myanmar

• Its ‘closed door policy’ made English cease to have any institutional role

• Difficult to get information about languages taught in schools

• Burmese is the lingua franca

• Minority languages are promoted.

Conclusion for ‘Outer Circle’ countries

English has become more important since these countries achieved their independence for purposes of modernization and internationalization.

English and Asian Languages in the School Curricula

Expanding Circle Countries – English is considered as a Foreign Language, but it is now taught as the first foreign language and often as a medium of instruction

−Cambodia

− Indonesia

−Laos

−Thailand

−Vietnam

Indonesia

• Has over seven hundred languages

• 1945 constitution established Bahasa Indonesia as national language. Its adoption was met without resistance.

• English is not compulsory, but people prefer to have it to have international standard schools. The introduction of English threats the local languages.

Vietnam

• Mother tongues are supported, but Vietnamese remains the language of instruction. (Children are encouraged to become literate in the first language so that they can be taught Vietnamese more easily)

• More demand for English to meet the ‘English 2020’ goal (to get all college students to use English by the end of the next decade)

Cambodia

• English is the foreign language of highest demand.

• Uses Bilingual Pedagogy

• Minority languages are encouraged so that minorities can become assimilated into the national language, Khmer.

• English is used to communicate with other multi-lingual countries, not just US or England.

Laos

• Many more languages than Vietnam or Cambodia.

• English is now the first foreign language.

Thailand

• Thai dominates education, and English is the first foreign language.

• Local languages are losing their significance

Conclusion for Expanding Circle Countries

Each nation is promoting the use of the national language along with English.

Implications and a Way Forward

Promoting English as the standard ASEAN language and the respective national languages can threaten local languages.

Implications and a Way Forward

The author suggests teaching local and national language in primary school, and delaying the teaching of English until secondary school.

This will protect some local languages, and the children will become trilingual (mother tongue + national language + English)

67 January 31, 2014




Impact of Mobility

English in ASEAN

68 January 31, 2014

World Economic Forum collaboration Why this issue? Why NOW? Talent Employers

There is a clear mismatch between

What’s

IN DEMAND and

What’s

AVAILABLE in the global talent pool

Talent & Skills Gap

unemployed i

205 million unemployed globally

job vacancies i

Globally 34% of employers can’t fill available jobs

Source: U.S. Department of Labor – Bureau of Labor Statistics; 2011 Gallup Employment Survey; Manpower Group’s 2011 Talent Shortage Survey

Some of the Questions Answered:

1. Deficient Competencies in the most important knowledge and skill areas

2. Important Competencies When Hiring a New Graduate

3. Competencies Growing in Importance in the next 3-5 Years?

PMAP National Manpower Planning and Academe-Industry Collaboration

Top 6 Deficiencies

1. Oral Communication

Skills

2. English Proficiency

kills

3. Critical Thinking and

Problems Solving

Skills

4. Initiative and Self-

direction

5. Work Ethic

6. Written Communication

Skills

What are the most important skills for job success

when hiring a new graduate?

1. Critical Thinking

2. Flexibility & Adaptability

3. Oral Communication Skills

4. Initiative

5. Work Ethic

6. English Proficiency Skills

1. Leadership and Responsibility

(67.51)

2. Critical Thinking and Problem

Solving Skills (66.38)

3. Flexibility and Adaptability (54.8)

4. Productivity and Accountability

(54.52)

5. Good Communication Skills

(52.82)

What are the Skills and Content Areas that will be Growing

in Importance in the next 3 to 5 years?

73 January 31, 2014

Highlights of Global Talent 2020 research findings Oxford-USC

•Digital skills include social media, digital technical

skills, and business software and systems.

•Agile thinking is the ability to prepare for multiple

possibilities and futures. Agile thinking includes

innovative thinking, dealing with complexity, and

managing paradoxes.

•Interpersonal/communication skills necessary are

brainstorming, co-creativity, and teaming skills. A more

collaborative style of operating is coming to the fore.

Global operating skills include the ability to manage

diverse employees, as well as understanding

international business

The Three C’s Plus One I

• Communication

• Critical Thinking

• Collaboration

• Initiative

“Average is Over” According to Thomas Friedman, author of the bestseller “World is Flat”

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Highlights of talent mobility research findings Develop a collaborative mindset

• Think broadly about the greater good, rather than focusing only on your own objectives

• Engage “hearts and minds” of workforce

• Be comfortable with complexity

• Think outside the box to drive innovation

• Be sensitive and adaptable to different cultures

• Be open to continuous learning and new opportunities

• Be able to handle ambiguity and uncertainty

• Be good at systems thinking

• Take a long-term perspective, but have a sense of urgency

What can industry and academe do?

Human Resource Management and ASEAN Integration:...

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