QUOTE(simple person @ Jun 9 2010, 11:16 PM)
Just read an article where "NOCs today were facing stark reality of talent shortage that might hamper its long-term growth strategy if left unresolved."
I believe most fresh graduates like me are eagerly to join this field (especially engineering part where involves different kind of technical concepts) and apply what they have learned in tertiary edu. into the REAL WORKING WORLD. Freshies are willing to learn as we know every1 need to be equipped by real experiences in order to b an expertise in particular field.
Actually is quite sad to read that. Do we ever question ourselves why we are still facing of talent shortage? I guess this is the main issue where HR should really think about it.
1st: Position right candidate in the right position (how? base on their qualification, as simple as that)
2nd: Track on new employees' point of view / suggestion during their probation period (whether is this position suit them)
3rd: Realign the issues and do rearrangement
4th: Counseling
5th: ...................
Wonder if I'm in HR, will I still have this kind of perception? haha. may be they have their own judgment/concern too.
The manpower hasn't been properly utilized...my personal view only...hehe
let me answer it on HR point of view at the place where am i working because every E3 Sg ppl is a HR manager/change agent, part of the initiative start by the HR here
I will tell you what usually happened in PETRONAS
1) which PETRONAS, i would say in general especially the HR OPU's failed to do, they took the recommended candidate from the pool and simply fill the vacant position (especially position for these 3 particular department HR, Supply Chain and Performance Integirty). reason behind it, its the HR department KPI not to have vacant position for more than 3 months. Thus creating lotsa problem ie; Freshie in technical background (IT)/Business field experienced candidates being placed in the department which got nothing to do with their past working experienced/studies.
2) The tracking mechanism is there, but please be informed that for freshie (uspecially for those whom bonded with petronas scholar) have no choice, even if they voice it out, the HR answer it somehow like "another requesting for transfer case" attitude. and freshie whom is not bonded they are too afraid to let it go since they had joined PETRONAS..Most of it.....as for experienced entry (like me) i did voice it out, but their answer will be "there is no vacant Box for your placement, sorry we cant accomodate your request, even if you did find the box on your own, the boss will not release you (most cases)
3) they called it feasibility studies on position, which they did every 3 years previously, and the new president give a hint to do it every year since the industry is moving fast... but i do not know what is it nor see any difference accept for the new rem packages.
4) Counselling, it will be USELESS if engage the counselor from PETRONAS as they wont really hear you as they are tied to company policy. thus whatever advice they give will be pro company....
5) Retention strategy...... to avoid any attrition cases due to better offer from other company or pinching activity by other company..the result is as of now PETRONAS is doing revision and had it implemented starting this month, will better package to executive staff
6) Manpower utilization, HR job is ssubmit the position description together with on the job relevancy by line department to GTCM every year. GTCm will evaluate it and check whether it is under utilized, over utlized or OK, if under utilized usually will lead to box deletion, over utilized lead to box addition and ok means stano.
hope i answered your questions from HR point of view in PETRONAS...
eventho im quitting the company but still there are some statement i've made which defending this company, i have to admit the company is great! but depends on which crowd you were in.
This post has been edited by emptycube: Jun 10 2010, 12:00 AM 
Jun 3 2010, 10:53 PM
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