The development of talent management in Malaysian public sector: a comprehensive review

Sharmaine Sakthi Ananthan,Halimah Abdul Manaf,Mega Hidayati,Dian Suluh Kusuma Dewi

doi:10.21511/ppm.17(2).2019.18

Abstract

The aim of this current study was to analyze recent development of talent management among public service managers in Malaysia. The study brings understanding on talent management and broader human capital issues within Malaysia context by analysing the comprehensive literature. Government of Malaysia is emphasizing on development of talent in the public sector, as it is the most significant resource for the public service. The study found that the government has invested in various programs and initiatives to develop and produce key talented human capital within the public sector. However, despite the initiatives taken by the government, Malaysia is still short of talented people and struggling to develop talent, and talented skilful people are leaving. The study also indicated that year after year increasing number of graduates are being produced at the public universities, but the education system is not producing the right skilful individuals for the particular position or task, resulting in talent mismatch. Another key issue is the incapability to retain talented people that led to poor innovation and creativity within the country. Is key issue is part of the factors discussed in the 10th and 11th Malaysia Plan, and is a concern, as it plays a role in preventing the progress of Malaysia in achieving a developed nation by 2020. As one of the key aspirations of Malaysia is to enrich public service in Malaysia as a citizen centre that is having talented human capital. The study revealed that there is a need for in-depth quantitative and qualitative further research to discover new insights on talent management and retain talent among the public sector managers in Malaysia.

Highlights

Talent management is seen to have created the interest of many academics and practitioners both within the public service and private sectors globally
Despite the initiatives taken by the government, Malaysia is still short of talented people and struggling to develop talent, and talented skilful people are leaving
The study indicated that year after year increasing number of graduates are being produced at the public universities, but the education system is not producing the right skilful individuals for the particular position or task, resulting in talent mismatch

Summary

INTRODUCTION

Talent management is seen to have created the interest of many academics and practitioners both within the public service and private sectors globally. Transformations are seen from the perspective of businesses, for instance, moving forward from product-based to knowledge-based economies requires creative and innovation conceptual mind thinkers of employees to carry out such complex issues that look upon quality, skills, characteristics of talents that are in search (Schuler et al, 2011; Vaiman, Scullion, & Collings, 2012). As it is Malaysia’s aspiration to be a developed nation by 2020, bearing this in mind, the government has entered into its final phase with the 11th Malaysia Plan. The study contributes to the body of talent management literature with the main focus on the perspective of the Malaysian public sector servants from a developing country’s viewpoint

AND RESULTS

10 Mongolia

Public servants in Malaysia

Findings

DISCUSSION AND CONCLUSION