Back To The Future

  • Source: Article
  • Article Date: 28/5/2015
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Talent. Resource. Headcount. No matter which way you say it when it comes to addressing the greatest asset and greatest challenge of an organisation, it boils down to this – people. It is people who are powering departments, manning workstations, making plans come to life. And people come with a wide range of behaviours, preferences and motivations.  

Ordinarily, the talent acquisition strategy of an organisation corresponds with its business goals. For Group ICT, the imperative to build a strong internal talent pipeline and reduce dependence on external vendors to lower the cost of delivering ICT services to PETRONAS became the drivers for our manpower strategy.  

At the end of 2014, the Young Graduate Programme (YGP) was launched to plug the resource gap to fulfil the pipeline of projects at Group ICT. The objective was to hire high-performing young graduates with the potential for performance, leadership and growth, and put them on an accelerated path of learning and building skills.

​​"We recruited “top-notch” young graduates and handed them a one-of-a-kind opportunity in a great organisation. In tracking their growth and regularly engaging with them, we are gaining valuable insights on managing the future workforce and the factors that either help or hinder their success within the organisation.”​
Freddy Portier, General Manager of Operations,
 Executive Sponsor for the Young Graduate Programme​​
The Millennial Workforce
A poll of 32 young graduates who joined Group ICT between January to March 2015  was conducted on how they choose their employers, what they value, their preferred mode of communication and their overall expectation of a dynamic and progressive workplace.

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Plugged into technology, but ultimately human
Because the new breed of young professionals has grown up in a digitally connected world, the adoption of new technologies at work plays a big part in driving performance and effectiveness. We will continue to see an increase of social and collaborative enterprise applications in the workplace that are already commonplace in the consumer market.  

The millennial generation was raised by the internet, plugged into technology since they were born. They turn to Wikipedia and Quora for information, almost all their data are stored on Dropbox, Google Drive, iCloud and the like, and they crowdsource their problems. But these digital natives are no tech junkies either. Cold, hard apps don’t impress them anymore. They value technology that democratises the world by giving them a platform for their voices to be heard and recognising the people behind the work, e.g. Yammer and Lync. Yet these millennials still crave human interaction.

Reality Check
Far from their reputation of being idealistic and entitled, top talents in this age group are more connected to reality than we give them credit for. They are keenly aware of the values they look for in an employer and want to actively contribute to the organisation and make a difference from the get-go. 

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They are ambitious and seek out career opportunities with clear goals in sight. A structured 18-month programme such as the Young Graduate Programme allows for young graduates to envision their development plan early in their career while allowing the flexibility to rotate in job assignments if the need arises.   As we approach the 6-month mark of the Young Graduate Programme at Group ICT, we continue to gain new insights to the talent pool out there and what makes them tick. How we then respond to these insights will determine our ability to attract and retain top talent in the years to come.

Sources:  
  1. Forbes, Five Trends Shaping the Future of Work
  2.  i-CIO, Social, mobile connected: the tools reshaping the workplace  
  3. PWC, Millennials at work, Reshaping the Workplace 
  4. CIO, Busting Millennials-in-the-Workplace Myths
Supplementary information: YGP Dashboard as of May 2015