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Showing posts with label Talents Management. Show all posts
Showing posts with label Talents Management. Show all posts

Monday, December 26, 2022

Malaysia faces brain drain in every skilled sector, officials say

 

 Cause for concern: Dr Noor Hisham said the migration of health professionals was fuelled by many reasons, including economic factors. — LOW BOON TAT/The Star

Migration of health professionals was fuelled by many reasons, including economic factors. PHOTO: THE STAR/ASIA NEWS NETWORK

 

Brain drain is everywhere, says DG - The Star

  Docs seeking greener pastures away from home

 Private healthcare experts: Give doctors the chance to advance

 ‘The Doctors Are Not Okay’: Ipoh Timor MP https://codeblue.galencentre.org/2022/12/23/the-doctors-are-not-okay-ipoh-timor-mp/

PETALING JAYA - Malaysia’s healthcare sector is not the only one facing a brain drain as other skilled sectors are facing the same problem, top officials say, as they responded to comments by a leading academic that the country’s top university loses at least 30 of its best medical graduates to Singapore every year.

New Health Minister Zaliha Mustafa said the brain drain is definitely a loss, but insisted that the right skills be inculcated to ensure that Malaysians continue to receive the highest quality services.

She said she was aware of the recommendations of the Human Resources for Health Strategy of her predecessors, including on the recruitment of doctors, improving the quality of training with clearer career pathways and improving their working conditions.

Health director-general Noor Hisham Abdullah said on Friday: “The issue of brain drain cuts across the workforce. It’s across all specialities, not only in the medical field.”

On complaints by medical students of poor working conditions, bullying, low wages, as well as inadequate training and career opportunities, he said there was no guarantee that migration would stop even if these issues ceased.

He said the migration of health professionals was fuelled by many reasons, including economic factors.

“Singapore’s currency is three times better than ours. Many Johoreans cross over to work in Singapore, so can the same argument be used?

“Even Singapore’s healthcare system has a similar issue with its citizens migrating elsewhere like to Australia,” he added.

The issue of brain loss was raised on Thursday by Professor Adeeba Kamarulzaman, who said the top college, Universiti Malaya, loses at least 30 of its best and brightest medical graduates to Singapore every year.

The professor of medicine and infectious diseases at Universiti Malaya’s medical faculty said in a tweet on Thursday that the brain drain will continue if nothing is done to address issues such as a lack of clear training and career pathways for doctors, nurses and allied health professionals

A male nurse working in Singapore told The Star that working in the Republic provided him the opportunity to gain wider experience.

“Singapore practises international standards and if I want to find jobs in Australia, New Zealand or even the United Kingdom, it will be easy for me,” he said, adding that nurses in Singapore undergo procedure competency courses frequently.

Malaysian Medical Association president Muruga Raj Rajathurai said the government needed to take steps to provide better career prospects in terms of career advancement and remuneration.

“Better pay is among the main reasons the junior doctors are leaving to work abroad. It doesn’t help that the cost of living has gone up in the country.

“Issues such as the contract system, permanent positions and even burnout need to be resolved or doctors will lose hope in the system and leave for greener pastures,” he said on Friday.

National Association of Human Resources Malaysia president Zarina Ismail, who runs a recruitment agency, said her firm found employment for qualified Malaysians such as nurses, doctors, lecturers and oil and gas professionals to work overseas.

“Many of the nurses say they don’t make enough here to have any savings at the end of the month.

“That is why they choose to look for jobs in countries like Saudi Arabia and other Middle Eastern countries, where they can earn RM12,000 (S$3,700) monthly,” she said. THE STAR/ASIA NEWS NETWORK 

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Sunday, February 10, 2019

Why Huawei’s 5G technology is seen as a threat by the US

Reuters pic.

The term 5G stands for a fifth generation — to succeed the current fourth generation of mobile connectivity that has made video sharing and movie streaming commonplace.

The new technology will require an overhaul of telecommunication infrastructure.

The 5G will do more than make mobile phones faster — it will link billions of devices, revolutionising transportation, manufacturing and even medicine. It will also create a multitude of potential openings for bad actors to exploit.

The vulnerability helps explain the rising tension between the US and Huawei Technologies Co, China’s largest technology company.

Huawei is pushing for a global leadership role in 5G, but American officials suspect that could help Beijing spy on Western governments and companies.

“Huawei’s significant presence in 5G creates a new vector for possible cyber-espionage and malware,” Michael Wessel, a commissioner on the US-China Economic and Security Review Commission that advises Congress, said in an interview.

By connecting whole new classes of products, 5G “creates new vulnerabilities”.

The technology holds great promise. Forests of gadgets will communicate instantly via millions of antennas. Cars will talk to each other to avert lethal crashes, factory foremen will monitor parts supplies and doctors can perform remote surgery as video, sound and data flow without delay.

Connections will be 10 to 100 times faster than current standards — quick enough to download an entire movie in seconds.

Yet, US national security officials see billions of opportunities for spies, hackers and cyber-thieves to steal trade secrets, sabotage machinery and even order cars to crash.

Citing security threats, the US has been pushing allies to block Huawei from telecommunication networks. The US Congress has banned government agencies from buying the company’s gear.

Why is the United States intent on killing Huawei? Look at the data below:

Huawei employs more than 10,000 Phd degree holders as well as many talented Russian mathematicians.

Do you know how many Huawei employees earn more than 1 million yuan (RM603,280) a year? More than 10,000 people.

Do you know how many Huawei employees earn more than five million yuan a year? More than 1,000 people!

In China alone, Huawei’s research and development expenditure is 89.6 billion yuan.

Among the Big Three, Alibaba employs 30,000 people, Baidu 50,000, Tencent about 30,000, leading to a total of 110,000; but Huawei’s global employees total 170,000.

Alibaba’s profit is 23.4 billion yuan, Tencent’s 24.2 billion yuan, Baidu’s 10.5 billion yuan, and their profits total 58 billion yuan, but 70% is taken away by foreigners. Since 2000, Huawei has earned 1.39 trillion yuan from abroad.

In taxes, Tencent pays more than seven billion yuan a year, Alibaba 10.9 billion yuan, and Baidu 2.2 billion. Huawei pays 33.7 billion yuan, which is more than the total of the earlier three firms.

Huawei is a high-tech company, and technology represents the true strength of a country.

In China, many companies can’t last long because there are always other companies ready to replace them, but Huawei is irreplaceable.

Huawei is a 100% Chinese company that has not been listed and does not intend to go public because of the susceptibility to be controlled by capital (which the United States can simply print money to do).

Huawei is the first private technology company in China ever to join the league of the world’s top 100. The Chinese should be proud of Huawei.


FMT NewsKoon Yew Yin is a retired chartered civil engineer and one of the founders of IJM Corporation Bhd and Gamuda Bhd.

The views expressed by the writer do not necessarily reflect those of FMT.

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Sunday, January 20, 2019

A whole new world - China luring talents from Malaysia & Singapore with lucrative salary


THE pull of the Chinese entertainment market is so great at the moment, actors from all over – including Malaysia and Singapore – are being drawn there.

There is a lot of money being spent in China, which broadly translates to more working opportunities as well as the potential for higher salaries.

According to London-based analyst IHS Markit, it is the world’s second biggest television market after the United States, as the country spent more than US$10.9bil (RM45bil) on TV programming in 2017.

China is also set to be the world’s largest film market by 2020, with its domestic theatrical revenue estimated to reach more than US$10bil (RM41bil) by then, according to reports.

Malaysia-born actress Tong Bingyu, 35, revealed that her pay for working on a single television drama series in China was the equivalent of a year’s salary in Singapore.

The former Mediacorp star, who used to go by the name Chris Tong and who had quit the Singapore company early last year, had previously claimed that was how much she was paid for her appearance on the upcoming Chinese TV period drama series One Boat One World.

She sounds hesitant when pressed, however. In a telephone interview recently, the 35-yearold says in Mandarin: “It’s true that it is possible to get a lot more money in China. The market there is huge and if you get picked for big projects, you can be well compensated.

“But I don’t want people to get the wrong idea that it’s easy money. Just because you pack up and move to China doesn’t mean you will be rich. It also depends a lot on luck and whom you know.”

Her stroke of luck came four years ago when she met a Chinese producer from popular TV channel Hunan Television through a good friend.

That producer eventually helped set her up for acting gigs in China.

Besides One Boat One World, Tong also snagged a role in the wuxia drama The Heaven Sword And Dragon Saber, which is based on Louis Cha’s novel of the same name.

Tong says of the producer: “She gave me so much solid advice. She pointed out very frankly that I’m not that young anymore and that I should diversify.”

Which is why Tong decided to try her hand at producing as well.

Currently, she is busy working as a producer on the Chinese action spy movie Zhi Sheng Si Yu Du Wai (Beyond Life And Death), which boasts a budget of 300mil yuan (RM182mil).

She was roped in after she met famed Hong Kong producer Manfred Wong, who is also behind the film.

Tong, who is managed by her Malaysian husband Kee Kai Loon, 40, says: “It’s stressful because I’m so new to this job, but it has also been very exciting. I’m suddenly asking questions like, ‘How much does this cost? What will it look like?’

“When I was at Mediacorp, I was such a passive person - I just went to work to act.”

The film, which she describes as an explosive actioner in the vein of China’s hit war films Operation Red Sea (2018) and Wolf Warrior (2015), is slated for release later this year.

Coming up, she will also produce a Chinese Web series, for which she declines to reveal the details.

When she was in Singapore, the actress played the lead in Mandarin TV series such as family drama Mightiest Mother-In-Law (2017) and nursing drama The Caregivers (2014).

“I will unlikely get the same star status as an actress in China and that’s OK. The reality is there are so many younger and more beautiful actresses who have been working in China for much longer than I have,” says Tong, who has been based out of Beijing for the past two years.

“I just take every day there as an opportunity to learn new things. Besides, now that I’m doing the producing thing, I realise that I’m loving it. If all goes well, I might be a producer full-time in the future.”

 – By Yip Wai Yee, The Straits Times/Asia News Network

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Sunday, November 27, 2016

Let us do more against graft, bring corrupt culprits to court fast !



BY now, it’s clear that many ordinary Malaysians have the perception that corruption in this country has degenerated into a hugely disturbing situation.

To many of us, rightly or wrongly, corruption has become an entrenched culture involving many in the political and government circle.

But who would have suspected that a seemingly innocent department like the Sabah Water Department could end up being investigated for such a staggering amount of money, in what is now known as our very own Watergate scandal.

The Malaysian Anti-Corruption Commission (MACC) seized RM114mil worth of assets – RM53.7mil in cold cash stashed in the houses and offices of two senior Sabah Water Department officials on Oct 4.

Many of the department’s staff, apart from the top two officials, are also being investigated for alleged abuse of power and money laundering linked to contracts for RM3.3bil federal-funded projects channelled to the department since 2010.

MACC has traced RM30mil stashed in foreign banks and another RM30mil in 127 land titles for housing, agriculture and commercial purposes.

That’s not all. MACC also seized nine vehicles worth RM2.7mil, an assortment of jewellery worth RM3.64mil and designer handbags with a value of RM500,000.

To many Malaysians, when the topic is corruption, they would think of the police, customs, immigration, council enforcement officers and authorities with the power to arrest someone, to issue approvals or permits.

These authorities have earned such notoriety through mere generalisation or plain prejudice as there are surely many good and honest officials.

And of course, many Malaysians think lowly of high-level politicians, sniggering over their purported wealth even if they have little evidence and information.

The MACC must be commended for its successful investigations into the Sabah Water Department.

It has, in fact, led to loose talk among Sabahans that the MACC need only check the Facebook postings of some staff, even the low ranking ones, of another government department in the state to see the kind of lifestyle led by some of the workers.

There might not be sufficient evidence but the raid on the department will surely encourage more whistle blowers to tip off the MACC.

Malaysia ranked 54 among 168 countries in the Corruption Perception Index (CPI) 2015 with a score of 50 out of 100.

This is a drop from 50 out of 175 countries in the CPI 2014 with a score of 52 out of 100. High scores indicate a less corrupt perception.

Obviously, the 1MDB issue is a major perception issue and has affected the minds of many Malaysians, contributing to the slide in ranking.

In a 2014 news report, it said that the international accounting firm KPMG’s Fraud, Bribery and Corruption Survey 2013 revealed that an overwhelming 90% of business organisations feel that bribery and corruption is necessary to do business in Malaysia at the moment.

Transparency International- Malay­sia’s first ever Malaysian Corruption Barometer (MCB) 2014 recorded that as many as 45% of Malaysians feel political parties are the most corrupt, followed by the police force, then the public and civil servants, the report added.

It is safe to say that such perception among Malaysians have not changed much over the past few years. It has probably gone worse.

There is little doubt that many Malaysians feel, even with the current blitz on corruption, that the actions against the corrupt have not been sufficiently effective.

The tentacles of corruption, to many, has become so prevalent that no sector in government has become immune – that’s the scary perception even if the reality is otherwise.

It has tarnished the image of our institutions and must have affected investors who want to put money in Malaysia, even if we are seen as a country that is business-friendly.

To be fair, much efforts have been taken such as enacting the Whistle Blower’s Act in 2012 and increasing corruption arrests, as well as publishing the names of more than 1,000 corruption offenders on the MACC website.

There has also been a sharp decrease in business licenses and online publication of government contracts.

But one does not need another survey, although the Performance Management and Delivery Unit (Pemandu) has actually carried out one, which showed that a large segment of Malaysians do not believe that enough has been done to combat corruption.

That’s simply because the perception is that actions have only been taken against those at the lower and middle rungs of government.

If the fat cats – or big fishes – are left untouched, it may actually encouraged the bottom to be corrupt as they may think their bosses are dirty anyway, so why shouldn’t they, too, grease their hands to just pay the bills.

It is incredulous that a country like Malaysia, which has becoming more conservatively religious, are not seeing a corresponding decline in corruption.

Our religious leaders, regardless of their faith, seems to be more preoccupied with religious forms and theological aspects, and forgetting that they can be effective tools in the fight against corruption – not just against the takers but givers.

They should spend more time at their sermons, services and prayers to talk about the ills of corruption, among others – and not be too preoccupied with just politics.

More often than not, we hear the open grumbling of businessmen who lament the corrupt practices, which adds to their cost of doing business but if there are no givers, then, there will be no takers.

Never mind, if others want to give.

Let the policeman issue summons instead of offering a bribe to “settle it”.

If we give, why then are we still complaining about dirty cops?

If we do not do something more resolute now, the young will soon see corruption as an acceptable culture.

If we remember, in 2007, the majority of 1,800 university students interviewed felt it was acceptable to give or take bribes.

Surely, this is troubling. Have we come to this level where many of us can no longer differentiate between right and wrong?

It’s time to wake up, don’t let our beloved Malaysia go down the drain.

On The Beat By Wong Chun Wai The Star

Wong Chun Wai began his career as a journalist in Penang, and has served The Star for over 27 years in various capacities and roles. He is now the group's managing director/chief executive officer and formerly the group chief editor.

On The Beat made its debut on Feb 23 1997 and Chun Wai has penned the column weekly without a break, except for the occasional press holiday when the paper was not published. In May 2011, a compilation of selected articles of On The Beat was published as a book and launched in conjunction with his 50th birthday. Chun Wai also comments on current issues in The Star.

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Friday, March 7, 2014

Malaysia sacrifices talent to keep one race on top, said Lee Kuan Yew of Singapore

SINGAPORE - Straits Times Press, the book publishing unit of Singapore Press Holdings (SPH), announced in  Jul 29, 2013 the launch of Mr Lee Kuan Yew's new book

Malaysia is prepared to lose its talent through its race-based policies in order to maintain the dominance of one race, said Lee Kuan Yew in his new book which was launched August 6, 2013 in Singapore.

And although Malaysia has acknowledged the fact that they are losing these talents and is making an attempt to lure Malaysians back from overseas, such efforts may be too little too late, he said.

"This is putting the country at a disadvantage. It is voluntarily shrinking the talent pool needed to build the kind of society that makes use of talent from all races.

"They are prepared to lose that talent in order to maintain the dominance of one race," he said in the 400-page book called "One Man's View of the World" (pic).

It features conversations between Lee and his long-time admirer, Helmut Schmidt, former leader of West Germany. They discussed world affairs when Schmidt visited Singapore last year.

In the book, Lee pointed out that Malaysia is losing ground and  giving other countries a head start in the external competition.

About 400,000 of some one million Malaysians overseas are in Singapore, according to the World Bank.

When announcing the five-year plan for Malaysia, Prime Minister Datuk Seri Najib Razak said in Parliament in 2011, the government would set up a talent corporation to lure some 700,000 Malaysians working abroad back to the country.

But in his book, Lee said the demographic changes in Malaysia will lead to a further entrenchment of Malay privileges.

He noted that in the last 10 years, since the enactment of the New Economic Policy, the proportion of Malaysian Chinese and Indians of the total population has fallen dramatically.

"The Chinese made up 35.6 percent of the population in 1970. They were down to 24.6 percent at the last census in 2010. Over that same period, the Indian numbers fell from 10.8 percent to 7.3 percent," he said.

He added, "40 percent of our migrants are from Malaysia.

"Those with the means to do so leave for countries farther afield. In the early days, Taiwan was a popular destination among the Chinese-educated.

"In recent years, Malaysian Chinese and Indians have been settling in Europe, America and Australia. Some have done very well for themselves, such as Penny Wong, Australia’s current finance minister.

"Among those who have chosen to remain in Malaysia, some lack the means to leave and others are making a good living through business despite the discriminatory policies. Many in this latter class partner with Malays who have connections."

World Bank data for 2012 showed that the island republic has raced ahead of its neighbour, with gross domestic product per capita of US$51,709 compared with Malaysia’s US$10,381.

Najib had said Malaysia is set to become a high income developed nation as early as 2018, two years earlier than the targeted 2020.

Lee said in his book the separation of Singapore and Malaysia in 1965 marked "the end of a different vision in Malaysia on the race issue".

He added, "Much of what has been achieved in Singapore could have been replicated throughout Malaysia. Both countries would have been better off."

Sources: The Malaysian Insider

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Monday, February 10, 2014

Education woes in Malaysia, etc, act now to address the weaknesses!

Policies have been formulated to improve and facilitate teaching and learning at all levels, yet there are weaknesses in the system that need to be urgently addressed.

THE dismal performance of our students in the Programme for International Student Assessment (Pisa) in 2013, where 51.8 % of our 15-year old students failed to reach even the baseline level for Reading, Mathematics and Science, has rightly alarmed many concerned Malaysian parents and educationists.

It bears repeating that the quality of an education system simply cannot exceed the quality of its teachers, no matter how many billions of ringgit is used in educational development plans or blueprints to improve our school system.

Prominent lawyer, politician, columnist and author Datuk Zaid Ibrahim, could well be expressing the sentiments felt by many informed Malaysians when he wrote in his book I, Too, Am Malay, that many teachers, are “poor in quality” and the school curriculum is irrelevant while administrators are too political.

The fact that 70% of our English teachers failed to make the grade in the Cambridge Placement Test speaks volumes of why and how we continue to witness a decline in English proficiency in our schools and universities over the years.

If it is true that a large number of our teachers are incompetent, then policy-makers will have to get the views of all the major stakeholders, accept sound suggestions from various quarters, before they attempt to tinker with our school system.

M. Bakri Musa, columnist and author in his book An Education System Worthy of Malaysia, mentioned the greatest weakness of all our educational reforms is the government’s exclusive dependence on in-house or Education Ministry officers, who have somehow failed to improve the quality of our education system over the years, in spite of all their grand schemes.

Let’s review how effective, practical or meaningful the educational reforms have been at school level.

Motivating students

When the co-curricular points system was first implemented in our schools, it seemed like a good way to motivate our students to participate more actively in sports clubs and societies to make them well-rounded students.

In the first place, the system was never implemented in good faith.

Students sitting for the Sijil Tinggi Persekolahan Malaysia (STPM) exams face a serious handicap when it comes to applying for admission to local universities for some degree courses compared to Matriculation students, who study for a shorter period of time and sit for their relatively easy internally-marked exam papers.

And as if things are not bad enough for STPM students, it looks like the co-curricular points system was designed to make university admission even easier for Matriculation students. The system enables them to secure high marks for co-curricular activities which account for 10% of the entry-score requirement for public university admission.

In matriculation colleges, students who participate in co-curricular activities among hostel block members are awarded marks meant for district level events, while students who compete in activities in college are awarded marks that are equivalent to state level grades. When students compete in inter-college events, they are accorded marks equivalent to that of national level!

Any wonder why so many SPM students choose not to do their Form Six?

The system is biased as it favours Matricu-lation students over STPM students. Moreover the chances of STPM students who score 4As getting courses of their choice at varsity level is also uncertain.

Considering the circumstances, many bright students simply don’t want to continue with Form Six.
Why experience the mental agony of getting 4As in the STPM exams only to be denied places for courses like medicine and pharmacy?

Let me reiterate that the STPM is a tougher exam and the co-curricular point system for matriculation students gives the latter an unfair advantage.

Research suggests that superior learning takes place when classroom experiences are enjoyable and relevant to students’ lives, interest and experiences.

As such, it is rather unfortunate that at a time when our education system is already failing to provide students with appropriate problem solving, critical and analytical skills and knowledge content, especially in Science and Mathematics, our policy-makers see it fit to make all students take up History (now made a compulsory subject to pass in the SPM exam).

Instead of learning world history and exposing our students to lessons we can learn from major historical events, much of our Form Four History textbooks are devoted to specific topics all in the name of promoting patriotism and national unity.

And why bother to introduce the SPM open certification exam in the first place when we have no real intention to offer our students real flexibility in their choice of subjects and electives based on their interests, abilities and aptitudes?

In his best seller, The World is Flat, Thomas L Friedman, points out that in today’s world, how children are educated may prove to be more important than how much they have to learn in school.

If what he says is true, why should we stifle our students’ initiative, curiosity and creativity by burdening them with uninspiring and even unnecessary subjects that have made school life such a dreadful and boring affair.

And yet, despite repeated calls to scrap Moral Education, such pleas have fallen on deaf ears. It has been pointed out that Moral Education, instead of exploring how we can effectively teach and test moral reasoning, only serves to indoctrinate our students and subjects them to mindless memorisation of core values.

To make things worse, our policy-makers decided that learning Moral Education was not good enough; in order to make our students more civic-conscious and patriotic, they went on to introduce yet another subject called “Civics and Citizenship” for our secondary school students from Form One in 2005.

Holistic development

Our national education philosophy emphasises holistic development of our students. That being the case, won’t Physical Education (PE) play an important role in producing physically fit and well-rounded students?

And yet with our students experiencing so much stress in their school life, they have to make do with just two periods for PE!

If that is not bad enough, some schools even use PE periods to teach “more important subjects” like Health Education. And what about our school-based assessment?

Various quarters have already pointed out that simply scrapping the Ujian Pencapaian Sekolah Rendah (UPSR) and Penilaian Menengah Rendah (PMR) exams to introduce the current school-based system may not necessarily serve to enhance learning and make school life more enjoyable for students.

When the school-based assessment system was introduced to schools in 2011, it was assumed that teachers would be able to assess their students’ abilities and potential.

But with so many “poor quality” teachers it will not be fair to assume that they are sufficiently equipped to evaluate their students based on internally-prepared assessments, that they take pains to assess their students properly, and that they are unbiased towards their students.

Well, that’s really a tall order. Already, we have heard stories from schools of incompetent and indifferent teachers teaching weak classes and yet awarding their students Band Six, no less, in their respective subjects!

And as usual, many schools are already resorting to buying workbooks in the market instead of getting their teachers to come up with their own worksheets and materials to assess their students, making a mockery of introducing the school-based assessment in the first place.

But we can’t blame the teachers, not when they are burdened with so much paperwork and keying data online into the SPPBS (Sistem Pengurusan Pentaksiran Berasaskan Sekolah).

It is worth noting that our current school-based assessment at the end of the day, is not much different to the A-B-C-D-E grade system or even the Percentage Score system. So why should teachers need to waste time with the banding exercise when in their daily dealings they can easily discern the band(s) the students actually deserve for the topics taught?

Wouldn’t it be better to reflect on their teaching approaches and enhance their professional knowledge, rather than waste time with paperwork and keying data?

It is about time to address the problems facing our education system.

For a start, the government should really grant greater autonomy to good schools in both urban and rural areas to adopt a broad-based curriculum, save for a few core subjects under the supervision of the Education Ministry, to let students learn what they ought to learn in today’s challenging world.

Get dynamic school principals to manage such schools and empower them to make decisions on matters related to school operations with the participation of parents and the local school communities.

If the principals are allowed to hire competent teaching staff, and be accountable for their performance, then we stand a better chance to improve our education system at the school level, specially when we are in a position to compare the performance of such autonomous schools with our national schools.

And with so many parents paying for tuition lessons these days, they would gladly pay school fees to get their children to study in such autonomous schools.

When such schools, gain a good reputation, the tuition syndrome will slowly die and more parents would choose to place their children in such schools rather than vernacular or international schools, resulting in a win-win situation!

With the current rot in the school system, the authorities should no longer be so protective over their turf. They must have the courage to admit the serious shortcomings of their policies and display greater commitment to think out of the box. It is now in the hands of the ministry to make it all happen.


 Contributed by Henry Soon - The Star/Asia News Network

The writer, a retired teacher, is still passionate about education. He hopes the Education Ministry will be bold enough to bring about changes for the greater good of students, teachers and parents.

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Saturday, January 18, 2014

A question of talent in Malaysia

In addition to drawing Malaysians home to work, we should equip, educate and train citizens so that they have equal opportunities to excel.

The success of Talent Corporation – a brilliant idea by the prime minister to lure Malaysians abroad to return home to live and work – has been quite impressive.

I am told that many talented Malaysians have answered the prime minister’s call to help transform the nation’s economy and I’d like to think that these Malaysians have returned not just because of the lower tax rate and other personal incentives (such as tax exemptions for two completely knocked down cars) but because they truly have something valuable to offer the country.

I do not for a moment think that these Malaysians returned because they found it tough to work abroad.

Instead, I think they have taken the opportunity under the Talent Corp programme to contribute their expertise and talent to Malaysia’s growth and development.

Although it has been successful since its inception in 2011, Talent Corp (and other organisations that provide incentives to lure Malaysians home) can only be a short-term solution at best.

The longer we rely on Talent Corp, the deeper the failings of our system will get and the more serious they will become. We will continue to be unable to provide the educational training necessary to produce a skilled workforce or to retain existing Malaysians.

There are many reasons why people emigrate and work elsewhere but most leave the country because they believe that their prospects in life will improve or because they no longer feel they belong – alienation and social injustice have driven them away.

Hence, while many millions have been spent on Talent Corp (and spent wisely), I urge the government to remain committed to building capacities within our country as well.

I am not thinking of spending millions of ringgit a la BR1M (people's aid) but of giving the nation the right dose of the good old work ethic.

Schools, besides exhibiting photographs of leaders, should be places where the right values can be inculcated.

The government, via the state apparatus available to it, needs to emphasise on a daily basis the importance of hard work and the inherent character-building effects of such an effort: for example, we’d certainly have enough television airtime for educational programmes if we were to dispense with some of the more sensational shows.

The effects on employment will be obvious. If we look objectively at why we need so many foreign workers, a large chunk of our workforce neither has the right work attitude nor does it feel sufficiently motivated to work hard.

It’s true that some employers take advantage of the presence of foreign workers to depress wages but it also quite clear to many employers that foreign workers work harder and smarter.

It’s not good policy to live with this situation and look for the easy way out (that is, to keep relying on and exploiting foreign labour) without putting serious effort into changing the values and attitudes of our own workforce.

In my experience there is hardly anyone who is incorrigibly bad and beyond help.

People want to better themselves but sometimes they need to be given a leg up. Everyone is capable of realising his or her true potential through nurture, patience and perseverance.

The attitudinal change we need in this country must come from our political leaders as well as employees and employers.

Malaysians are capable of many things and must never doubt this: the sacrifice we all need to make is to be patient, to endure the difficulties of training, and to help the less able and skilled to achieve their goals.

If an analogy is required, I shall say that leaders must learn to appreciate growing their own vegetables and rearing their own chickens. The satisfaction that comes from this is far more valuable than just depending solely on buying groceries from air-conditioned supermarkets.

This is where we must embrace the culture of meritocracy wholeheartedly.

In Malaysia today, meritocracy is a bogeyman, especially among Malays, who are terribly afraid of it without even knowing what it is, and we must discard the notion that meritocracy will have unintended discriminatory or negative effects on any given social group or ethnic community.

Let’s start by understanding what the word means, which is simply this: if we have ability and talent, then we should be rewarded.

We should not reward someone merely because he or she belongs to a certain class or has some inherited privileges.

The idea is simply to inspire and motivate all citizens through ability and sheer hard work. It also means that society and government have a grave responsibility to equip, educate and train citizens so that they have equal opportunities to excel and contribute to our nation.

Citizens can then propel themselves forward and build bigger and better things for the country, which in turn transforms our economy and society. It’s a liberating idea.

Women in our workforce, for example, are fully capable of taking on more demanding tasks at senior levels but we only hear of policies intending to provide them more access to top positions – little has happened to translate policy into action.

The prejudice against women bosses is still widespread and is based on a lack of appreciation for the positive contributions they make.

The skill sets that women bring to the table are largely ignored by men who are worried that their own positions will be threatened.

But as long as women are ignored at the top levels of decision making, the country will lose out on capturing the special talents and skills they possess.

There is also a great deal of prejudice in our society against gays and other minorities who, from my personal experience, are as diligent and capable of great achievements as anyone else.

I have friends who are world-class professionals and possess great ability and integrity who belong to these minorities, and yet we seem to love waging war against them for reasons I cannot comprehend.

If we put more emphasis on creating enemies among our own people, or putting up barriers to excellence because others “threaten” our own positions, then we will never produce the right attitudes or values.

The government must lead, inspire and motivate our workforce by example and through the effective implementation of policy. Malaysians deserve fair wages, adequate training and just rewards when they achieve their targets.

This is a long-term project, of course, but nothing worthwhile can be achieved if we lack perseverance.

As such, Malaysia continues to need Talent Corp but the local workforce needs respect and encouragement if the transformation of our country is to succeed sustainably.

 Contributed by  Zaid Ibrahim, The Star/ANN

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Thursday, January 9, 2014

Financial talent crunch worsen

PETALING JAYA: The talent crunch in the local financial services sector is expected to worsen in the coming years partly driven by the Gen Y segment that currently makes up about 25% of the workforce in the banking system.

Asian Institute of Finance (AIF) chief executive officer Dr Raymond Madden said that the talent shortage could be due to the lack of understanding on how to cope with the Gen Y group.

Madden:‘At the moment this group of people (Gen Y) makes up about 40% of the current workforce in Malaysia.

“Within the next eight to nine years, we expect the Gen Y workforce in the banking system to rise to about 50% from 25% currently, which means that almost half of the people working in banks will be Gen Y employees, namely those below 30 years of age.

“At the moment this group of people (Gen Y) makes up about 40% of the current workforce in Malaysia and in many Asean countries. This number is expected to increase to 75% within a relatively short span of time,’’ he told StarBiz.

According to the Financial Sector Blueprint published in 2011, the workforce number in the financial sector stood at 144,000. It is anticipated that over the next 10 years, the sector would require a workforce of about 200,000, an increase of 56,000 from the current 144,000 employees.

Madden said among the sectors in the financial services industry that were facing talent shortage was in Islamic finance, notably in the areas of syariah expertise.

Besides this, he added, the crucial areas in the banking system facing talent shortage were in credit and risk management, corporate finance, treasury and wealth management.

He said due to the expected rise of the Gen Y workforce in the financial services in the coming years, banks and other financial services sectors needed to have a better understanding and knowledge of this group.

This group, he said, was looking at what he termed as the three E’s – engage, enrich and empower. He described Gen Y as an impatient lot as they wanted to be prominent in the organisation and would join another organisation if they did not achieve their targets.

As this group was ambitious and wanted to climb up the career ladder as quick as possible unlike their older counterparts, hence employers needed to know how to deal effectively with the Gen Y segment.

Towards this end, Madden said AIF – through its four affiliate institutions – was working closely to beef up talent in the financial services sector.

The affiliates are Institute of Bankers Malaysia (IBBM), Islamic Banking and Finance Institute Malaysia (IBFIM), The Malaysian Insurance Institute (MII) and Securities Industries Development Corp (SIDC).

For example, he said the Financial Sector Talent Enrichment Programme (FSTEP), which is run by IBBM, had played an important role in training new graduates in the financial services industry.

FSTEP is an intensive-training programme that prepares trainees for the operational aspects of finance and banking.

AIF in collaboration with UK-based Ashbridge Business School carried out a survey this year, which among others, showed that 22% of Gen Y employees in Malaysia believed it was reasonable for them to be in a management role within six months of starting work at their respective organisations.

Commenting on the survey, he said there were also inter-generation gaps that existed in the financial services industry between the Gen Y and their older managers, adding that there was a clear difference in perception of Gen Y managers and Gen Ys themselves.

The survey polled 1,200 financial services professionals, including senior human resources personnel who actively manage Gen Ys in their respective organisations.

Contributed by by Daljit Dhesi - The Star/Asia News Network