Tech Dome Penang Official Opening

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The official opening of TECH DOME PENANG on July 16 marks the culmination of an arduous and challenging 5-year journey to set up the state’s very first Science Discovery Centre..

TECH DOME PENANG has been modelled after the San Jose Tech Centre whereby the government provided the building and funds are raised from the corporate sector and the public. The Penang State Government has, however, taken this a step further by not only providing the use of the iconic Komtar Geodesic Dome to house the facility but also provided funding of RM5.15 million (through the Penang Development Corporation) to kick-start the project.

When the present State Government assumed office in 2008, it realizes the paramount need to not only maintain Penang’s position and status as a globally-renowned centre of technological excellence but with a mission to take it to the next level and beyond through innovation, research and development.

Chief Minister Lim Guan Eng was instrumental in providing the impetus and the push as he realized that the mission cannot be achieved merely through just the vision and support of the State Government and industry players but would require a very essential component which is a highly skilled and knowledgeable human capital. After all, human talent is the new oil of the 21st century and building human talent requires a PPP model of Public Private Partnership.

There has been increasing concerns about the declining interests in the pursuit of studies and also the continuous decline in standards of English, Mathematics and Science among students below 15 years of age as evidenced through studies conducted under the Program for International Student Assessment (PISA) conducted by the Organisation for Economic Co-operation and Development (OECD).

In their latest ranking released for 2015, Malaysia was ranked a lowly 52 out of 76 countries assessed, well below regional powerhouses like Singapore (1st), Hong Kong (2nd), South Korea (3rd), Taiwan and Japan (joint 4th). What was alarming was that even a comparatively new player like Vietnam was ranked 12th. If Malaysia cannot even surpass Vietnam, how then can we be a manufacturing powerhouse. The urgency to return Penang's position as the Centre of Excellence (COE) for Science and Technology became critical.

Tech Dome Penang will showcase more than 120 international-standard exhibits targeted at sparking the interests of the younger generation to the exciting world of Science and Technology and providing the catalyst to inspire them to pursue studies and careers in these fields. The exhibits are laid out in 6 main galleries, namely Robotics, Information Technology, Forces & Motion, Electromagnetism, Life Tech and Optics. In addition, there is a Children’s Exploration Zone for pre-schoolers and also an Observatory housing the largest telescope in Penang.

The majority of the exhibits were designed and supplied by exhibits design fabricators from New Zealand, Germany and USA. The centre will also showcase exhibits from local manufacturing corporations and other locally-based Multi-National Corporations.

Besides showcasing exhibits, Tech Dome Penang will also house classrooms and a laboratory to conduct science classes, workshops and school holiday camps for students.

Industry players may also find Tech Dome Penang a suitable venue for carrying out their team-building programmes as a number of the exhibits are suitable for such purposes. There is also additional floor space in the annex for companies to hold public exhibitions to showcase their technology and products or to even hold simultaneous walk-in interviews.

There are also CSR opportunities for companies to sponsor visits by children from rural-based schools and also the under-privileged.

Entry charges for those with MyKad are RM12 for children from 5 years to below 12 years, RM16 for children with student cards, and RM20 for adults. Children below 5 years enter free while senior citizens pay RM12.

Tech Dome will be open daily from 10am – 6pm except for Tuesdays (unless Public Holidays) when it will be closed.

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Tech Dome Penang | Inspiring The Future

Tech Dome Penang | Facebook

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Tech-Dome Penang project to be ready by 2015; Skilled Staff in ...

Aug 6, 2014 ... Tech-Dome Penang project to be ready by 2015; Skilled Staff in Demand in Penang. An artist's impression of the RM23mil Tech-Dome in ...

Tech-Dome Penang project to be ready by 2015; Skilled Staff in Demand in Penang

An artist's impression of the RM23mil Tech-Dome in Komtar, Penang.

About Tech-Dome Penang

Tech-Dome Penang is an initiative by the Penang Science Cluster to create a hub for technology learning and exchange of ideas. It will be a vehicle for improving scientific literacy and technology ability in Malaysia.

Located at the geodesic dome of KOMTAR just adjacent to the George Town UNESCO World Heritage Site in Penang, visitors will discover the exciting world of technology and how they work by exploring the world-class exhibits in its galleries. Regular programs will be conducted for schools, colleges and families that are specially designed to cultivate the spirit of inquiry and teach children and teenagers the skills required to thrive in a high-tech, knowledge-based future.

OUR MISSION

• To inspire children and students to become future technologists and nurture the interest to use and invent technology. 

• To cultivate the spirit of inquiry and nurture the passion to thrive in the fields of science, engineering and technology. 

• To showcase the progress of the world’s technology and innovation. 

• To highlight the convergence of technology, industry and people.

Why Do We Need Tech-Dome Penang?

We believe that learning is a lifelong journey of discovery and is not just limited to school lessons. Families, young adults and entrepreneurs are always looking for new ideas and stimulating and meaningful ways to spend their time. By creating Tech-Dome Penang, we will offer visitors fun-filled learning and a place to share ideas and be inspired.

For Penang and Malaysia to remain competitive in the global economy, we must continue to nurture and develop our ability to use and even invent technology. However, the 2011 Trends in International Mathematics and Science Study (TIMSS) showed that the standard of mathematics and science among Malaysian students have been dropping since 2003, and compared to all other countries, Malaysia is the country with the biggest and most drastic drop in scores from 1999 to 2011.

According to the Ministry of Education, less and less students are taking up science at the STPM level. This shows that fewer students are interested in participating in the fields of science, engineering and technology. Tech-Dome Penang aims to reverse this trend and will strive to cultivate curiosity and nurture the passion to thrive in these fields.

Tech-Dome ready by 2015 

THE RM23mil Tech-Dome Penang project, a private initiative with endorsement from the state and Federal Government, aims to be operational by end of 2015.

Penang Tech Centre Bhd chairman Datuk Wong Siew Hai said Tech-Dome, to be located on the fifth floor of Komtar with a 32,000sq ft built-up area, would showcase robotic, electronics and computing and lighting technologies.

“It will also exhibit the history of Penang’s industrialisation, spearheaded by the electronics and IT sectors.

“We have appointed Huettinger, a renowned company from Germany, as design consultant for the project.

“Huettinger is a technology-engineering company specialising in exhibition planning, providing consultation services, and manufacturing of exhibits,” he said in an interview yesterday.

[ Wong says a fully programmable robot called Robo Thespian will be created to educate, communicate, interact and entertain visitors to the science centre. ]

Wong said Tech-Dome would serve as a science centre to inspire children and students to become future technologists and also to nurture their interest to use and invent technology.

“Instead of taking children to movies and shopping, parents will have the alternative to take them to visit Tech-Dome during weekends.

“A robot built by Huettinger will be employed for meeting, greeting, and interacting with the public.
“Known as Robo Thespian, the robot is a fully programmable humanoid robot created to educate, communicate, interact and entertain,” he said.

Wong said the Tech-Dome had so far collected RM3.65mil, of which RM1.15mil came from the state government with the remainder from the corporate sector.

He added that the private sector had also pledged to donate RM2.3mil for the project.

“We still need another RM17.35mil which we are confident of raising by the end of 2014.

“Those who sponsor now will be known as founding sponsors of the project,” he said.

Penang Centre director Yap Soo Huey said unlike other science centres, the Tech-Dome would not just exhibit products.

“It will be designed to link the exhibits to scientific principles and their applications,” she said.

By David Tan The Star/Asia News Network

Penang Tech Centre To Complete Tech-Dome By 2nd Half Of 2015

GEORGE TOWN, Aug 5 (Bernama) -- Penang Tech Centre Bhd strives to complete the RM23 million Tech-Dome Penang project by the second half of 2015.

General manager Richard Chung Chok Yin said the renovation work to house the centre at the Tun Abdul Razak Complex's (Komtar) Geodesic Dome would begin next month and take nine months to complete.

"We still need to raise about RM10 million from the private sector and the public to bring this project to fruition," he told reporters here Tuesday.

Chung said donations could be made online via www.techdomepenang.org and tax-exempt receipts would be issued for contributions above RM50.

A private initiative with endorsement from the state and federal government, the Tech-Dome Penang is aimed at improving scientific literacy and technology acumen among Malaysians.

Earlier, Penang Tech Centre director Yap Soo Huey said a series of roadshows themed the 'Magic of Science' would be held in Gurney Plaza, Queensbay Mall, Gurney Paragon and First Avenue Mall from Aug to Dec to create public awareness on the Tech-Dome Penang.

"The roadshows will showcase science and technology-related activities on nature, math and science, life sciences, robotics and astronomy, mainly for children up to 15 years," she said.

-- BERNAMA

Financial hiccup - needs RM10mil boost

RM23mil Tech-Dome Penang project seeks public donation to help cover RM10mil shortfall. THE RM23mil Tech-Dome Penang project, a private initiative with endorsement from the state and Federal Government, is still short of RM10mil.

Status update: (From left) Chung, PTC director Datuk Lim Kok Khong, Yap, PTC steering committee member Ang Lye Hin and representatives of sponsors at the press conference.

Penang Tech Centre Bhd (PTC) general manager Richard Chung said they needed the financial support from corporate sectors and the public to help turn the project into a reality.

“We welcome any form of public donation. I am sure with such support, we should be able to make further headway in this project,” he said during a press conference in Komtar yesterday.

Tech-Dome Penang is a science and technology centre that aims to be a hub for technology learning and exchange of ideas.

The state government, besides granting the use of Komtar Geodesic Dome to house the centre, also provided seed-funding for the project. The centre is expected to be ready by second half next year.

PTC director Yap Soo Huey, who is also Pulau Tikus assemblyman, said the project would brand Penang as a hub for innovation and creativity.

She said cities that were known for being dynamic, progressive and innovative always boasted of having science and technology centres.

“Look at San Francisco and Amsterdam. That speaks volume of the city itself.

“Besides, we have been hearing that our education syllabus is too rigid, employees either cannot think out of the box or lack ideas when seeking a solution.

“The purpose of Tech-Dome is to address all this. We want to inspire our children to see how technology can be different and how knowledge can be applied to produce wonders. Education is not just about memorising,” she said.

As part of brand-building and public awareness, Tech-Dome Penang will organise nine roadshows scheduled to take place at the various shopping malls in Penang until the end of the year. Each roadshow will last for two days.

The first roadshow will be held at Gurney Plaza this weekend followed by Queensbay Mall (Aug 30/31), Gurney Paragon (Sept 13/14), Queensbay Mall (Sept 20/21), Gurney Paragon (Nov 29/30), Gurney Plaza (Dec 6/7), Queensbay Mall (Dec 13/14), 1st Avenue (Dec 20/21) and Gurney Plaza (Dec 27/28).

The roadshows, themed ‘Magic of Science’, will showcase various science and technology-related activities and games focusing on nature, mathematics and science, life sciences, robotics and astronomy for children aged up to 15.

The public will be able to participate in interesting hands-on activities from noon till 7pm during the event days.

More details on the roadshows can be obtained from http://www.techdomepenang.org or via Facebook /techdomepenang.

Donations can be made at the roadshows. Tax-exempted receipts will be issued for contributions above RM50 or via the website.

Skilled Staff in Demand - Jobs await seekers

Over 2,600 vacancies in various sectors are waiting to be filled and more investors are coming to Penang to offer greater employment opportunities abound including high-value positions over the next few years.

A new investor coming to Batu Kawan has about 300 positions to fill in 2016 and 1,000 in the following five years. — DATUK LEE KAH CHOON

AS of July 2014, there are 2,635 jobs available in Penang, of which 74% are for positions as junior executive and above.

Of the 2,635 jobs, some 475 are in engineering, 222 in marketing and business development, 185 in general and cost accounting, 185 in manufacturing, and 170 in IT-software, while the remaining 1,538 are for vacancies in other sectors.

InvestPenang executive director Datuk Lee Kah Choon said the openings were reported in a popular job portal.

Feedback received by investPenang and Penang Career Assistance and Talent (CAT) Centre, shows there are a number of multinational corporations (MNC) with various vacancies to be filled up.

Lee said a Japanese MNC in Seberang Prai was looking for technicians and engineers as part of its exercise to fill 1,500 vacancies.

“An American MNC in Bayan Lepas is also looking for 50 design engineers, while in the services sector, there are vacancies for 60 finance and accounting officers.

“A new investor coming to Batu Kawan has about 300 positions to fill in 2016 and 1,000 in the following five years.

“Another new MNC in Batu Kawan requires 540 vacancies to be filled by the end of this year,” he said.

Lee said the proposed Penang Business Process Outsourcing Prime project was expected to generate about 21,000 high-value jobs over the next five years.

“Penang is expanding from high-capital expenditure manufacturing and the state’s next growth wave hinges on investments in shared services outsourcing and other services that create higher value job opportunities for the people.

“However, the challenges of availability of right talents and well-trained workforce that meet demands of global investors have to be urgently addressed,” Lee stressed.

Lee said CAT was now working on setting up a fund to provide eligible students with scholarships and loans to pursue tertiary education.

“We are now talking with MNCs and philanthropists in Penang to set up such a fund for CAT to disburse to students, who will then work in MNCs during their vacation and upon graduation,” he said.

Lee also said investPenang was now arranging for foreign students to serve their internship in MNCs here.

“Students from New Zealand should be here next month for their internship in the local MNCs,” Lee said.

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Bosses prefer Multi-skilled workers with the digital technologies, Global Randstad Workmonitor Report

PETALING JAYA: Malaysian employees expect their jobs to be more demanding with the increasing influence of digital technologies in the workplace and more bosses preferring to hire multi-skilled workers.

The latest survey by a global recruitment and human resource services firm showed that nine out of 10 Malaysian workers expected their jobs to be more challenging over the next five years.

According to the latest Randstad Workmonitor Report, greater workplace expectations were higher in Malaysia compared with respondents in Singapore (80%), Hong Kong (73%), Australia (73%) and New Zealand (82%).

The survey, based on 405 respondents, also found that 95% of the Malaysian workers were willing to develop their skills to meet the changes.

Randstad Malaysia director Jasmin Kaur said employers have increased the emphasis on education, experience, social and digital skills.

“With organisations becoming leaner, employees are now expected to be not only high performing, but to be able to put on several hats,” she said.

Jasmin said the figures were reflective of Malaysia’s aim to become a high-income nation by 2020.

Malaysian Employers Federation’s (MEF) executive director Shamsuddin Bardan concurred with the report’s findings

“Like it or not, this is the definite trend due to the demands of business,” he said, adding that even older employees had to adapt to the digital trend of being wired and contactable.

Jasmin said the survey also found that most of the respondents believed that their employers placed greater importance on digital skills than they did five years ago.

“With social media being a part of today’s business environment, being comfortable with using tools such as Twitter and LinkedIn could help an employee keep connected and abreast of what is happening in the industry.

“Different companies have different expectations of their workers. Employees who are client-facing may be expected to be on call outside of standard office hours to respond to clients as required,” she said.

Shamsuddin echoed similar views, saying that it was now a necessity for employees to be reachable anytime of the day, whether it was outside work hours on while they were on holiday.

However, he said employers recognised that there had to be a work-life balance for their staff, adding: “Being contactable is not the same thing as working 24/7.”

Burnt out: Employees face stressful days at home and at the workplace if a work-life balance is not struck.

He said employers also knew that happy employees were more productive.

MTUC secretary-general Abdul Halim Mansor said the umbrella organisation for unions was against the culture of employees being at the beck and call of bosses beyond working hours.

He said the Malaysian Employment Act specified rest days which workers were entitled to.

“Notwithstanding the demands of the job, the rights of employees to get adequate rest should be respected,” he said.

Abdul Halim said such a working culture could have negative impacts on families and communities.

Company managers, who spoke to The Star, said the nature of a job and position would determine if an employee had to be on call.

“For those in management, there is no escape,” said the human resources manager of a multinational company in Kuala Lumpur

Another manager, who also declined to be named, said being on call 24 hours a day was already a norm.

“The company provides employees with smartphones so they can be reached anytime,” she said.

The survey, conducted between July 17 and Aug 5, also found that 77% of Malaysians were satisfied with their current employer compared with 56% in Singapore, 47% in Hong Kong and 44% in Japan.

Jasmin said a pleasant working environment, effective leadership and career development training were the reasons why Malaysian employees remained satisfied.

The quantitative study was conducted via an online questionnaire. The respondents were between 18 and 65-years old, working a minimum of 24 hours a week in a paid job.

Randstad issues its survey report four times a year.

- Contributed by  by p. Aruna, Neville Spykerman, and D. Kanyakumari, The Star/Asia News Netowrk

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Are you a manage or leader?

LEADERS and managers obviously have one thing in common they lead or manage teams; but as their titles suggest there are differences between leaders and managers.

As an executive search consultant I have interviewed many senior executives over the years and most of them have indicated that they would prefer to be led than to be managed.

However, I have observed that as an organisation grows it is almost impossible to scale up without a strong management structure. As such, I believe that leadership and management both have a part to play in the growth of an organisation.

The manager

My first encounter with a manager was on my first job. I was fresh out of school and had no knowledge of how an office operated let alone how to use the computer which ran the now obsolete Wordstar programme. I was in awe of my manager. She seemed to know where everything was and always spoke confidently regardless of whom she was addressing. She would also set our targets, monitor our progress and discipline us when necessary. If we accept the definition of a manager as one who directs and controls, then I would say that she played her role well but I found that I was doing the job because I had to and not because I wanted to. My manager was not concerned about engagement as long as we met our targets and would not entertain any queries that would challenge the norm. Whilst I didn't feel that she was someone I could confide in, I certainly respected her discipline and commitment to her job.

The leader

We have all come across leaders who have inspired us at some point in our lives. In comparison with the manager I mentioned earlier, the managing director of the same company was someone who was out to change the world. She was absolutely passionate about what she believed in and her passion was infectious. She spoke with such clarity of thought that I never questioned her beliefs and was glad to work weekends and long hours to be a part of something bigger than myself. Suffice to say that she was an inspiring individual who has influenced my professional and personal life even until today.

The difference

Warren Bennis lists the following comparisons between a manager and a leader in “On Becoming a Leader,” which was published in 1989:

• The manager administers; the leader innovates.
• The manager is a copy; the leader is an original. The manager maintains; the leader develops.
• The manager focuses on systems and structure; the leader focuses on people.
• The manager relies on control; the leader inspires trust.
• The manager has a short-range view; the leader has a long-range perspective.
• The manager asks how and when; the leader asks what and why.
• The manager has his or her eye always on the bottom line; the leader's eye is on the horizon.
• The manager imitates; the leader originates.
• The manager accepts the status quo; the leader challenges it.
• The manager is the classic good soldier; the leader is his or her own person.
• The manager does things right; the leader does the right thing.

As such, we can conclude that not all managers are leaders and some managers may never become leaders. Whilst many of us have come across individuals commonly known as “born-leaders,” who simply thrive in situations that call for a leader to step up to the plate, there are also many who made the transition from manager to leader. This then begs the question: How does one make the shift from a manager mindset to that of a leader?

Given that any kind of change takes time and usually uncomfortable if not painful, I would offer these six areas as the first step in the transition process from manager to leader.

Something bigger than themselves: A leader usually has a cause to champion. A manager who strives to make this transition would have to find something that he or she strongly believes in, in the context of their own organisations or field of expertise. This could include something they feel needs to be changed or an innovative idea they want to see implemented. For instance, a regional sales director whom I interviewed as a potential candidate for an executive search project shared with me that he was hired by his current employer to develop the market for the company's products in Malaysia. However, he felt that there wasn't sufficient demand for their products in one country and he expanded the customer base into China. He successfully created a whole new market for the company and needless to say he was given a promotion for his achievements.

A strategic mindset: A potential leader would also benefit from developing a more strategic view of the business and the industry in which they operate in. For example, managers are usually focused on a function such as finance, sales or human resource. A manager who wants to transition into the realm of a leader would first need to understand how his or her role as a manager adds value to the entire company, the community and the industry. When a manager is able to see the bigger picture, then better decisions can be made that would benefit the business rather than the individual.

Ability to multi-task effectively: Most leaders have the innate ability to deal with many things at once. I'm not referring to being on the laptop or smartphone while meetings are going on, as this will probably be more distracting that productive. Multi-tasking effectively deals more with being able to group similar tasks together and work on more than one item at a time. When there is downtime, this period can then be used to review new information or put together a new group of tasks to be kicked-off next.

Recognising trends: A leader is generally able to see patterns and trends in seemingly unimportant data, even without the help of customer relationship management software tools. They are able to make sense of information whilst managers are often only capable of data gathering and some basic analysis of the information captured.

Long term vs short term: Leaders have a long-term view of the company's direction and the macro factors that affect the business. Their broader view of the situation also gives them an added advantage when dealing with obstacles as they are able to see beyond the immediate issue and make more informed decisions. On the other hand, managers may only deal with short- to medium-term goals and this lack of foresight may limit their ability to make decisions as compared with the strategic view that a leader is able to take.

Ability to communicate effectively: Communication is without a doubt one of the most important skills a leader must develop. Ideally, a leader would be someone who can communicate in a clear message by being both tactful and direct at the same time. A manager without sufficient foresight or empathy tends to be more directive and concise in delivering a message.

Would organisations prefer to hire managers or leaders?

In my view, an organisation needs both managers and leaders for sustainable success. Leaders are usually the ones we see in the limelight, who are highly influential in an organisation. They are also the ones who inspire the rest of the team with their good performance, passion or superb knowledge of an industry. However, they are usually not the ones who would get into the details and execution of projects. This is not an issue for organisations with sufficient structure and headcount to support these leaders but organisations with very leaner teams need leaders who can be hands-on when necessary; failing which the organisation would require the skills and expertise of good managers to fill the gaps. Therefore, in a world where many individuals are able to operate as either a manager or a leader; the ability to wear both the manager and leader hats interchangeably is a highly sought-after commodity.

Talking HR by Pauline NG

Pauline Ng, the managing director of BTI Consultants, encourages all managers who want to become leaders to make the transition but to keep their “manager hats” handy.

Are we competent with competencies?

Are you thinking of having or reviewing a competency model? Here are some tips on it

UNFORTUNATELY, the answer to this question, for many organisations, is a resounding NO!

Ever since psychologist David McClelland suggested that we should move away from the traditional measures of predicting job performance in Testing for Competence Rather than for Intelligence, in the early 1970s, many businesses and organisations have used some form of competency model as a key business tool.

Think about your own business or organisation, I am sure that you “have had, have, are thinking of having or are reviewing...” a competency model at this time.

Where are you on that continuum? The key questions are, “Why hasn't competency modeling delivered on its promise for many organisations?” and “Do competencies really add value to businesses and organisations?”

Have competencies been “a HR toy” and not a business tool? Let's look at some of the research behind competency modeling and see if we can answer these questions.

The use of competency models started with McClelland's work in the early 1970s.

A decade later, in 1982, Richard E Boyatzis illustrated a logical, integrated model of managerial competence in his seminal book called The Competent Manager.

His model provided a context for understanding the demands of management, and helped managers understand the competencies required to be more effective.

So, given that we had a reasonable start to the use of competencies in business why haven't competency models delivered greater impact into organisations?

In The Leadership Machine, Lombardo and Eichinger showcase research indicating that most organisations and their leaders identify the wrong competencies for success they don't know how to get at the essence of competency requirements.

They also show that many competency models are too compound trying to cram too many competencies into just five to 10 statements and hoping that will do the job!

In addition, a set of “Core Competencies” can't do the whole job for an organisation either jobs and roles are unique and generally require 20-25 competencies to describe the “Success Profile”.

The truth is all organisations need multiple competency models to fit their many different needs.

Yet, many organisations seem to think that a “one size fits all” approach will work. It's not that easy, I'm afraid.

A great starting point for an organisation, however, is a “Strategic Leadership Model”.

At least, that will let your leaders and aspiring leaders know what the organisation (normally the CEO and the board) thinks is going to be required to be a successful leader over the next five years or so.

A global Conference Board study from 2012 asked senior executives what were the most important items on their talent agenda. The top four (in order) were:

• Grow talent internally;
• Improve leadership development;
• Provide training and development; and
• Hire talent in the open market.

These are all great things to do high on your agenda, too, no doubt!

My question is the same for each point grow to “what”, improve against “what”, develop to “what”, hire against “what”?

I'm sure that you get my point.

Unless you can clearly define what you need in each area usually through a good Competency Model then you really don't know how to direct, focus or orient your growth, leadership development or hiring. Competency models are very powerful tools in this regard.

There are many good researches that show how the effective use of competency models can make a powerful business impact for an organisation.

Here are just a few. A longitudinal study by Russell in 2001 showed that top-level corporate executive performance can be reliably predicted by a leadership competency model. In addition, he showed that a competency-based executive assessment and selection process lead to an increase of US$3mil (RM9.29mil) in annual profit per candidate selected into the organisation.

Pluzdrak conducted a study in 2007 on the effectiveness of a Leadership Development programme and showed that positive changes on the key leadership competencies of individual leaders were positively correlated with both increase in net revenues and profitability!

A 2008 study by Clark and Weitzman used regression analysis to show that the demonstration of 13 core management competencies accounted for 54% of the difference in first-year sales commission and 30% of the difference in levels of retention.

They also found that developing people to be one standard deviation better on the key competencies driving performance generated an additional US$467,000 (RM1.45mil) per person every year!

The original question for this article was “Are we competent with competencies...?” Take a good, hard look at your own organisation and ask the same question.

If your answer is “No, not really... Not as good as we should be...” then remember that you can be and that there is every reason “Why you should be” and “Why you need to be”.

Talking HR with Graeme Field

Graeme Field believes that doing the basics' right getting the fundamentals in order is key to driving organisational success in the future. What we do operationally' today really does impact what happens strategically' tomorrow!

Right person for the right job, how and what to do?

MEASURE twice, cut once is a term often used by carpenters and tailors when measuring material for a specific purpose. The point is to be very careful and judicious when measuring to avoid nasty outcomes once the wood or material has been cut.

However, this phrase is just as appropriate for the hiring process as well. Once an employee is hired, the company has to ensure that the individual assimilates well into the organisation and achieves the desired level of performance; otherwise the remedial action that needs to be taken can be very tedious and even unpleasant.

One of the many pitfalls of this situation is that employers, under the pressure of filling a vacancy, could end up hiring individuals who may not be the best fit, and as a result, could be setting a whole series of messy events into motion.

Not too long ago, one of my clients approached us to take on a sales director search. The client shared that he had been a bit too hasty in hiring the last sales director, and had failed to dive deep into the strategic value and scope of the role before making the hiring decision.

In our post mortem discussion with the client, it was clear that he had hired an individual who might have been suitable for a sales manager's position; one level below the sales director's position, but had given him the sales director role because of urgency and the lack of suitable candidates at that time.

The unfortunate result of that scenario was that the newly-hired sales director resigned after only three weeks on the job under the pressure and scope of the work, leaving a path of chaos amongst all the company's clients and suppliers. As such, half-way into its financial year, the company was forced to start looking for another candidate for the sales director role.

In this instance, the company may have benefitted from measuring twice and cutting only once, rather than having to repeat the process of hiring for the same position after such a short period of time.

Other than experience, another critical-but-often-overlooked consideration in the recruitment process is the salary range or the package offered for the role. Salaries and wages are always moving in tandem with the demand of a particular skill-set or type of profile. The more in demand a particular type of skill is, the higher the cost of acquiring that skill.

Some organisations are willing to pay above market rates for certain key positions, as the alternative of not having someone in the role may actually cost the organisation more, from a commercial standpoint. On the other hand, there are some companies which would rather keep within a certain salary band rather than pay the market rate to an individual with the right amount of experience for the job.

From my experience, it is essential to have not only a good understanding of the market salaries but also what the candidate's realistic expectation is.

If we pay too high above the market rate, this often sets a very high expectation for this person to perform. And in some instances, if the individual is unable to deliver the expected results, the risk of paying an inflated price to acquire this individual might not have paid off; and if the company had hired someone less qualified because that was all its budget could afford, then the less-experienced individual may also not be able to deliver on the expectation, as he or she may not have the knowledge, capability or necessary life-experience to do so.

Finding a solution

How can we put the measure twice cut once concept into practice?

One innovative human resource director shared with me recently that he had been trying unsuccessfully to fill a role in his department for quite some time. During this period, he was introduced to an individual who was not an ideal fit to the role in terms of experience but one who was teachable and would be able to work well with the rest of the team.

So, he crafted a role around the individual's profile and experience and got the revised role approved by the top management. This worked out well for both the company and the individual, as the expectations set were achievable and realistic. The human resource director, in this case, had to measure twice but only had to cut once as he managed to find a solution to his problem. The solution turned out to be a good one, as the individual successfully completed her probation period and met her key performance indicators.

Another client who was looking for a managing director for his company was also forced to take a less conventional route to filling his needs. The client shared with me that he had already interviewed more than 20 candidates for this role before approaching us to assist with this search. The only candidate who was given an offer turned down the job when he was counter-offered by his current employer.

As such, the client already knew the market and we were hard-pressed to come up with a new slate of candidates for the search. The client liked one of our candidates but felt he wasn't ready to take on the role of managing director yet. However, instead of disregarding a good talent, the client decided to hire the individual as an operations director.

As such, the individual was able to grow into the managing director's role and the company would also have the benefit of securing a good talent who could potentially achieve more for the company in the future.

In this example, our client knew exactly what he needed for the role and exercised some flexibility to acquire good talent rather than missing out on a high-potential candidate. In addition, he did not compromise on his requirements but was able to see beyond the immediate need to find a managing director.

Different approach

When to measure and when to cut? An important aspect of measure twice cut once, is that the person doing the measuring needs to take the time to get it right and not be in too much of a hurry to get to the cutting stage. A carpenter or tailor is a craftsman who takes pride in his work. Therefore, when we hire, it is essential to look carefully at all aspects of the role which needs to be filled and take the time to understand how a potential candidate will fit that role.

The technical expertise or hard skills are only one part of the whole equation. We should take the time to understand the personality profile of the individual, his or her motivations and long-term goals.

Most hiring managers often forget to look at options in the recruitment process. There is a finite pool of talent and the best talents would also have been earmarked by your competitors as well.

So, instead of doing the same thing and expecting a different outcome, perhaps it's worth the effort to try a different approach. Tailor the job to fit a good talent, or give the person another role to allow time for the individual to grow into the intended position. Although we may not always have the option of changing the status quo in this way, the purpose of this article is to offer another alternative solution to the talent shortage problem, and hopefully, bring about a better outcome.

Talking HR with Pauline Ng

Pauline Ng, consulting director and head of BTI Consultants, encourages every hiring manager to explore all options and leave no stone unturned when making the decision to hire by utilising assessment tools and having a comprehensive map of the talent market.