Latest news with #TalentCorp
Yahoo
03-06-2025
- Business
- Yahoo
LAWA 2025 Marks 10th Anniversary with New Awards for Schools, Universities, and Changemakers
PETALING JAYA, Malaysia, June 3, 2025 /PRNewswire/ -- Talent Corporation Malaysia Berhad (TalentCorp), the strategic think tank under the Ministry of Human Resources (KESUMA), today announced the launch of the LIFE AT WORK Awards 2025 (LAWA 2025), commemorating its 10th anniversary with a renewed commitment to recognise outstanding employers and institutions that champion progressive workplace practices, sustainability, inclusivity, and talent development in Malaysia. Under this year's theme, "Driving Inclusivity, Powering Sustainability," LAWA 2025 introduces three new award categories recognising the important role of schools, universities, and changemakers in shaping a future-ready and inclusive workforce. During her opening remarks, Chairperson of TalentCorp's Board of Directors, YB Ms Wong Shu Qi, announced the new award categories, "LAWA 2025 aims to drive change by not only recognising sustainability and inclusivity efforts within the industry, but also by extending recognition to schools and universities. To this end, LAWA 2025 introduces two new awards for academic institutions, highlighting their role in shaping students into future talents," she said. TalentCorp Group Chief Executive Officer, Mr Thomas Mather, in his welcoming remarks, highlighted that, when LAWA was introduced in 2013, their focus was clear – to support employers in embracing diversity, equity and inclusion (DEI) as part of how they evolved. "At TalentCorp, we encourage firms and organisations to embrace work-life practices in the workplace. By adopting these principles, we believe they can enhance employee well-being, improve work quality, boost productivity, and foster a positive workplace culture that supports diversity and inclusion," he said. The LAWA 2025 will recognise employers in the following 13 categories with 33 awards to be given for: Best Organisation Award CEO Champion CHRO Champion Women At Work & Leadership Young Graduates Employee Care & Well-being Talent Sustainability Workplace Innovation Corporate Social Responsibility Digital & Tech Excellence Future-Ready University & College (NEW) Future-Ready School (NEW) Changemakers: NGO, NPO, MSME & Others (NEW) LAWA has grown significantly since its inception. In 2024, the awards saw record-breaking participation with over 713 submissions from more than 200 organisations. These submissions represented a diverse range of entities, including public-listed companies (PLCs), multinational corporations (MNCs), small and medium enterprises (SMEs), and public sector organisations. Following a rigorous evaluation process, a total of 38 awards were presented across 14 categories, celebrating excellence and commitment in key areas such as sustainability, inclusivity, and talent development. Submissions for the LIFE AT WORK Awards 2025 (LAWA 2025) are open to all employers in Malaysia from 20 June to 3 August 2025. Judging will take place throughout August and September 2025, and the winners will be revealed and celebrated at the LAWA 2025 Awards Ceremony in October. For more information and to participate in LAWA 2025, visit View original content to download multimedia: SOURCE Talent Corporation Malaysia Berhad Sign in to access your portfolio
The Star
27-05-2025
- Business
- The Star
Improving gender equality at work
(From left) LeadWomen consulting and client services manager Liza Liew, Gatehouse, Wong and Baum launching WEPsCAL. TalentCorp, UN Women and LeadWomen launched Women's Empowerment Principles Corporate Action Lab (WEPsCAL) to address gender inequality at the workplace. The programme is supported by the Australian department of foreign affairs and trade. Malaysia is the first among four implementing countries to launch the WEPs Corporate Action Lab. TalentCorp chair Wong Shu Qi said the government was committed to supporting gender-inclusive workplaces with new tax incentives proposed in Budget 2025. 'Businesses that hire women returning to the workforce and offer up to 12 months of paid care leave will qualify for 50% tax deductions for implementing flexible work arrangements,' said Wong. She said such an incentive was designed to reduce barriers for both women and businesses. 'We want to make it easier for companies to do the right thing and support women at every career stage.' She said the partnership marked a pivotal milestone in the collective commitment to empower women across the country. She also noted that the government aimed to accelerate progress towards achieving a 60% women labour participation rate from the present 56.3%, creating family-friendly workplaces that support women's return, retention and advancement as well as ensuring equal opportunities for women to contribute and thrive in the workforce. 'We need structural changes, not just slogans. 'WEPsCAL is one step towards unlocking the full potential of Malaysian women in the workforce,' she added. Australian High Commission political and economic counsellor Clare Gatehouse said Malaysian women spent about five hours a day on unpaid care and household work while men on average only spent one hour. 'Women in Malaysia still earn only 80sen for every ringgit earned by men in similar roles. 'Therefore, gender equality benefits everyone because it's a driver of economic growth, cohesion and national well-being,' she said during the event. Eleven companies from diverse industries will be part of the programme. UN Women Asia-Pacific women's economic empowerment programme specialist Amy Baum said WEPsCAL was more than just policy statements, adding that it covered action, measurement and accountability. 'We'll be tracking outcomes, return on investment, and sharing case studies so others can follow.' She said the Women's Empowerment Principles Forum to be held in October here would gather business leaders, regulators and government representatives who would evaluate progress and discuss broader regional strategies. 'We'll be working and showcasing what we're doing through the Action Labs in Malaysia, Cambodia, Indonesia and the Philippines. 'We'll have regulators and exchanges joining us to showcase what they are doing in the Lab to ensure that we are moving forward,' Baum added.
Malaysiakini
26-05-2025
- Business
- Malaysiakini
TalentCorp and MyDIGITAL launch MyMahir National AI Council
Malaysia has launched a major initiative to strengthen its AI workforce development efforts through the formation of the MyMahir National AI Council for Industry (MyMahir–NAICI). Spearheaded by Talent Corporation Malaysia Berhad (TalentCorp), under the Ministry of Human Resources (KESUMA), and the National AI Office (NAIO) via MyDIGITAL Corporation (MyDIGITAL) under the Ministry of Digital, this Council provides a national platform to coordinate AI talent development, pilot adoption strategies, and drive multi-sector implementation. Held on 23 May 2025, the Council's inaugural meeting marked the start of a structured, cross-agency partnership to advance Malaysia's AI readiness. The event also included the signing of a Memorandum of Understanding (MoU) between TalentCorp and MyDIGITAL, witnessed by YB Steven Sim Chee Keong, Minister of KESUMA and YB Gobind Singh Deo, Minister of Digital. "The question is not whether AI will replace jobs, but whether we will empower Malaysians to evolve with it," said YB Steven Sim Chee Keong. "Through MyMahir–NAICI, we are forging a whole-of-nation mechanism, aligning skills with strategy, technology with talent, and policy with purpose. This Council is a commitment to ensure Malaysians are not just job-ready, but AI-ready.' Reaffirming a shared commitment, YB Gobind Singh Deo added, 'This is where government leadership becomes essential -- building the enabling structures that connect innovation to real-world AI implementation. While NAIO focuses on creating the demand and representing deployment, TalentCorp focuses on building the talent supply and MyMahir–NAICI completing the virtuous cycle by continuously feeding back for policy improvement.' The Council formalises a three-year collaboration focused on four strategic pillars: AI Talent Development, Industry Integration, Policy and Funding Alignment, and Stakeholder Governance. TalentCorp will serve as secretariat, with NAIO guiding alignment with the national AI roadmap. Supporting this initiative are four key instruments: The MyMahir Impact Study, which identifies affected roles, emerging jobs, and future skills; The platform, which enables policy-to-action implementation; The G.I.A.T. Action Plan, targeting coordination across Government, Industry, Academia, and Training Providers; and The AI Talent Framework, covering the full skills pipeline from digital literacy to advanced AI expertise. According to the Impact Study, approximately 620,000 jobs, or 18% of formal sector roles in Malaysia, are expected to be significantly affected by AI over the next three to five years. At the same time, 60 emerging roles have been identified across AI, digital, green, and deep tech sectors. These findings will guide all Council-led activities, including the design of sector-based pilot programmes. A major feature of this collaboration is the integration of the AI Readiness Index (AIRI) into the platform, which allows companies to assess their AI preparedness, identify capability gaps, and take actionable steps toward transformation. Pilot use cases will also be validated through AI sandbox programmes, using real-world problem statements sourced directly from industry. 'As the strategic think tank of KESUMA, TalentCorp's role is to link national workforce strategies with sector-driven insights and execution,' said Thomas Mathew, Group CEO of TalentCorp. 'MyMahir–NAICI reflects this approach - identifying talent needs, coordinating skilling efforts, and ensuring Malaysia's human capital policies stay agile, inclusive, and impactful.' Adrian Marcellus, CEO of MyDIGITAL Corporation, added 'NAIO's role is to coordinate national AI policies and strategies, guide ethical innovation, and ensure that AI is deployed with purpose, trust, and impact. NAIO will play a key role in shaping national workforce foresight and helping industry navigate the AI landscape.' The Council's implementation and outcomes will be monitored through the newly established AI Implementation Monitoring Unit (AI-IMU). This unit will include key agencies and will track milestones, oversee delivery, and report on progress to the Ministers. It will also support the continuous improvement of sectoral workplans based on real-time feedback from Council members. Through MyMahir–NAICI, Malaysia is strengthening its AI ecosystem by aligning innovation with talent and translating data into action. The initiative supports national priorities including the Madani Economy, NIMP 2030, and the Malaysia Digital Economy Blueprint. For more information, visit: This content is provided by TalentCorp The views expressed here are those of the author/contributor and do not necessarily represent the views of Malaysiakini. Interested in having your press releases, exclusive interviews, or branded content articles on Malaysiakini? For more information, contact [email protected] or [email protected]
The Star
25-05-2025
- Business
- The Star
Bringing Malaysian talents home
Strategies to reverse the brain drain In today's increasingly globalised economy, Malaysia, like many of our Asean neighbours, grapples with the challenge of brain drain. We are losing some of our brightest talents to opportunities abroad. The search for better prospects is only natural as everyone wants to have financial security and an improved quality of life. Migration at times goes hand-in-hand in the search of better prospects particularly for those who go abroad to further their studies. The motivations behind migration are clear: perceived better prospects, faster career progression, and more dynamic job markets. But while the benefits of working abroad seem attractive, the cost to Malaysia is the steady erosion of our intellectual and professional capital. At the same time, underemployment and a mismatch between academic training and market needs push young graduates to explore global options. To bridge the gap between higher education and industry demands, universities must actively engage with employers to co-develop curricula, invest in real-world skills development, and incorporate internships and research placements which align with current market expectations. Regular curriculum reviews, guided by industry insights, can help ensure education remain relevant and future-ready. Magnet for returnees But reversing brain drain is not just about preventing talent from leaving, it is also about creating the right conditions for them to come back. This is more than just matching salaries. Returnees often look for a combination of professional challenge, supportive infrastructure, quality of life, and opportunities to make meaningful contributions. I was in the United Kingdom last month, speaking at the Judge Business School at Cambridge and the London School of Economics and Political Science in London, encouraging the Malaysian students to come back after their studies or after working to gain experience overseas. It is clear they are attracted to the much higher salaries, not necessarily thinking of the higher cost of living as well. We need to make the environment more attractive for these young professionals to come back. It is important to invite Malaysian professionals abroad to return, not simply to fill roles, but to lead, innovate, and inspire. Returning talents bring with them a wealth of experiences which include advanced technical knowledge, exposure to global standards, intercultural communication skills, and a fresh perspective on innovation. By integrating these professionals into local industries, startups, and institutions, Malaysia can accelerate its transformation into a globally competitive nation. Under the Returning Expert Programme (REP), TalentCorp offers various incentives such as tax benefits, and permanent resident status for eligible dependents, to encourage skilled Malaysians to return home. TalentCorp also offers the Career Comeback Tax Exemption to encourage women to return to the workforce with tax exemptions for up to 12 months. Whole nation approach Tackling brain drain requires a multi-stakeholder effort. Government, private sector, academia, and civil society must work together to foster a robust ecosystem where Malaysian talents see a future at home. By inviting our talents to come back and by giving them room to thrive, we can cultivate a workforce that is not only highly skilled but globally competent. Beyond economics, it is about national pride, purpose, and potential. These returnees can be the bridge between Malaysia and the world, elevating our industries, inspiring the next generation, and building a workforce worthy of a world-class future. Prof Datuk Dr Elizabeth Lee is the chief executive officer at Sunway Education Group. A veteran in the field of private higher education, Prof Lee is also an advocate for women in leadership. She has been recognised both locally and internationally for her contributions to the field of education. The views expressed here are the writer's own.
The Sun
24-05-2025
- Business
- The Sun
MyMahir AI Council launched to future-proof workforce
PETALING JAYA: In a strategic move to future-proof the nation's workforce, Malaysia officially launched the MyMahir National AI Council for Industry (MyMahir-NAICI) yesterday. The council is spearheaded by Talent Corporation Malaysia Berhad (TalentCorp) under the Human Resources Ministry and the National AI Office through MyDIGITAL Corporation under the Digital Ministry. It aims to coordinate AI talent development and accelerate industry adoption. The launch included the inaugural council meeting and the signing of a memorandum of understanding between TalentCorp and MyDIGITAL, witnessed by Human Resources Minister Steven Sim and Digital Minister Gobind Singh Deo. 'The question is not whether AI will replace jobs, but whether we will empower Malaysians to evolve with it,' Sim said. 'Through MyMahir-NAICI, we're building a whole-of-nation strategy—aligning skills with strategy, technology with talent, and policy with purpose.' Gobind highlighted the need to link innovation with real-world application. 'The National AI Office drives demand and deployment, TalentCorp shapes the talent supply, and MyMahir-NAICI closes the loop by informing policy and practice.' The council will operate over a three-year period, focusing on four strategic pillars: AI talent development, industry integration, policy and funding alignment and stakeholder governance. TalentCorp will act as secretariat, while the National AI Office ensures alignment with the national AI roadmap. Supporting tools include the MyMahir Impact Study, the platform, the GIAT Action Plan, which promotes coordination across government, industry, academia and training providers, and a comprehensive AI Talent Framework. The AI Readiness Index, embedded in will help companies assess their preparedness and guide transformation strategies. According to the impact study, 620,000 jobs or 18% of Malaysia's formal sector, are expected to be significantly impacted by AI within the next three to five years. In response, 60 new roles have been identified across the AI, digital, green and deep tech sectors. The initiative will be monitored by the newly established AI Implementation Monitoring Unit and supports national agendas including the Madani Economy, New Industrial Master Plan 2030 and the Malaysia Digital Economy Blueprint.
