Ingenieur Vol 62 April-June 2015 Ingenieur Vol 62 April-June 2015 | Page 26

INGENIEUR Services Sector Blueprint Investment Incentives The effectiveness of the incentive mechanism will be enhanced by increasing tranparency, eliminating duplication and linking to performance. The following three components will be addressed: • Ensuring agencies prioritise quality KPIs during the programme design process. • Systematically monitoring incentive performance. i) Improving coordination; ii) Enhancing current programmes; and iii) Emphasising quality and performance KPIs. “Raising the ROI on our current incentives, ensuring most critical areas are sufficiently supported” Specific recommendations include: p Im Ensuring quality & performance through enhanced pre-application, approval & monitoring. e Is Enhance programmes & close gaps KP sis ha Emp 12 at n io Improving the central coordination and management of the provision of incentive schemes. • Improving incentive coordination through the establishment of the Incentive Coordination & Collaboration Office (ICCO). rove coordin on ce qua ma lity & perfor Figure 3 Human Capital Development Human Capital Development aims at producing, attracting and retaining skilled talent. This will require Malaysia to address five important factors, namely: i) graduate industry readiness; ii) enhancing existing workforce; iii) tapping into alternative talent pools; iv) dynamic manpower planning system; and v) quality of the general education system – of which is addressed in the National Education Blueprint prepared by the Ministry of Education. Specific recommendations include: Improving the industry readiness of new graduates by : • Accelerating the delivery of ‘general’ employability skills. • Fostering greater collaboration between the * industry and HEI. • • Improving the impact of bridging programmes Raising the profile of the TEVT*pathway Eliminating mismatch between demand and supply in the labour market. • Providing an integrated planning approach to national manpower planning. Unlocking the potential of alternative talent pools by: • Facilitating more access to highly-skilled foreign talent. • Investing in development and training for all employees. • Providing a conducive living environment. * HEI - Higher Education Institute, TEVT - Technical Education and Vocational Training 6 24 VOL 62 APRIL – JUNE 2015 VOL 55 JUNE 2013