UP Magazine|Vol 1|No 1|2015|CM Vignaesvaran HRDF

KDN PP 18646/10/2014 (034058)

PUBLISHER’S NOTE

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reetings and welcome to the inaugural issue of UP magazine, a quarterly Human Resource Management publication that aims to update the skills and talent on various sectors in Malaysia. As a valuable tool for HR professionals, CEOs and decision makers, this magazine aims to educate, update, inform and introduce the latest in Human Capital management and development. It is also a platform for industries to raise concerns or provide solutions on upgrading talent and skills.

If you ask any HR person what some of the biggest challenges are in the industry, they often cite skills gap. These days, employers demand more from the employees. They look for individuals who have soft skills — problem solving skills, teamwork and versatility.

training for their staff in order to improve their businesses.

This inaugural issue also showcases an interesting mix of articles related to the HR industry. Did you know that social media and online tools are emerging as vital channels that companies use to attract, engage and retain top talents? According to a the 2014 Kelly Global Workforce Index, Malaysia ranks 4th in the world in terms of employees using social media in making their career decisions. The survey also highlights that local employees are more willing than the global average to give up higher pay or career growth to learn new skills for a greater work-life balance. Turn to page 48 to find out more.

Have a great read and we welcome suggestions on what you would like us to feature in our next issue!

Realising the needs of today’s employees, the new head of the Human Resources Development Fund which is administered

by Pembangunan Sumber Manusia Berhad agency under the Ministry of Human Resources is determined to bring relevant changes to the workforce.

One way to do this is to encourage employees to continuously enhance their knowledge, skills and capabilities.

Employers too are aware of the benefits of

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Up Close & Personal

a new wave OF

POSITIVE CHANGE The newly appointed Chief Executive of HRDF, CM Vignaesvaran, brings strengthened commitment to contribute to the national agenda of increasing the number of skilled workers by year 2020.

The newly appointed Chief Executive of the Human Resources Development Fund (HRDF), CM Vignaesvaran brings a new wave of positive change, with strengthened commitment to contribute to the national agenda of increasing the number of skilled workers in the nation from 28% to 50% by year 2020, among others.

With over 17 years of corporate experience and vast industry networks, he is determined to promote the role and relevance of HRDF as a catalyst in training and development of Malaysia’s critical workforce.

Communicative Leadership As a strong advocate of the principles of good governance, he believes in an inclusive and transparent approach to managing HRDF’s strategic operations.

funds. “I see HRDF as a dynamic lead organisation, catalyzing development of competent workforce and I believe in continuously pushing the boundaries to rediscover HRDF’s value proposition.”

Track-record He has proven his credentials and demonstrated his strong leadership over the past 4 years at HRDF, first as General Manager of the Training Grant Division and subsequently as Deputy Chief Executive, Operations.

Ambitious Roadmap Under his leadership, HRDF is gaining a new momentum with intensified efforts, programmes and initiatives to enhance both productivity and profitability of Malaysian industry.

The HRDF Potential He is committed to ensuring that HRDF continues to evolve as the architecture of Malaysia’s workforce, pushing towards greater competitiveness and sustainable economic growth. “My aspiration is also to promote the under-utilised high-potential workforce to meet world standards as the country aspires to emerge as a highincome and developed economy by 2020.”

He endeavours to re-position HRDF by raising awareness and communicating its role beyond prudent management of

A Preferred Employer by 2020 By the virtue of being from Generation-X, he has infused new energy into the organisation, instilling values of excellence, dynamism, and drive to succeed amongst HRDF employees.

Towards creating an amenable and fun workplace, he institutionalised creative staff programmes, focusing on health and well-being of the employees and enhancing their productivity. Some of the initiatives include the HRDF Fruit Day, “Hari Sihat PSMB”, HRDF Recreational Room, Dress Down or Casual Friday and

gymnasium membership for all staff, among others.

Avid Reader with a Passion for Photography He has a passion for nature photography, especially birds. It’s a hobby that has taught him the importance of being patient while sharpening his observational skills.

“It’s not an easy hobby as one needs immense amount of patience. It’s not just the patience of waiting but the speed to capture and the precision is also significant in taking the pictures. When you get it right, the end result is amazing and totally worth time and effort.”

He is also an avid reader of philosophical books. His all-time favourite is Against the Gods by Peter Bernstein. “Reading (for me) is therapeutic and offers intellectual stimulus, expanding my horizon.” For him knowledge is power and “reading feeds my curiosity and my innate propensity to learn something new every day and be empowered”. He also loves travelling and has visited many countries learning about other cultures and lifestyle. UP UP MAGAZINE | 05

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UNIVERSITY PUTRA MALAYSIA gearing up to develop talent

AND GROWTH AMONG ITS STUDENTS

By Sharmila Vella

Dato Dr. Mohd Fauzi b. Hj Ramlan, Vice Chancellor of Universiti Putra Malaysia

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niversiti Putra Malaysia (UPM) is a research university with a niche in agriculture. One of its roles is to develop talents and encourage growth among the students.

It is not enough for fresh graduates to just have technical and soft skills. They also need to possess negotiation skills in order to meet the increasing expectations of employers and stakeholders.

“Our new challenge is to produce graduates with these three key elements,” said UPM’s Vice-Chancellor, Dato Dr. Mohd Fauzi b. Hj Ramlan. “Negotiation skills can be developed via the curriculum by getting students involved in group discussions, assignments and presentations,” he continued.

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As the country goes through a rapid shift from a production-based economy to knowledge-based economy, companies are progressively in need of more science and technical graduates. However, new graduates are not meeting the needs of industry due to the lack of crucial skills and innovation.

As a result, companies have to conduct training workshops and courses which can typically take up to two years.

Unfortunately, many companies are not willing to invest time and money to train new graduates due to budget and time constraints.

Another an alarming is the poor command of the English language among fresh graduates. In general, local graduates are

“Many companies are not willing to invest time and money to train new graduates due to budget and time constraints.”

English.

“After identifying these issues, UPM has started a credited curriculum to help graduates who can’t secure jobs, to be marketable in the employment industry,” says Dato Dr. Mohd Fauzi.

The curriculum focuses on communication skills, critical thinking problem solving skills, team work and ethics to make these graduates employable in MNCs. Called the Finishing School, the 2-day Development Centre of UPM to assist in year full-time undergraduate students.

This two-day course is conducted in UPM. Unlike other students in the university, those who attend this course are required to dress formally. This course is guided by selected facilitators who are UPM lecturers that have attended the Training of Trainers workshop.

“The objective of this course is to help preparation before they step into the working world,” Dato Dr. Mohd Fauzi stated. It is also aimed at encouraging students to communicate effectively in Bahasa Melayu and English.

the same goal. Apart from making them independent in the acquisition of new skills and knowledge, it enhances their ability to explore opportunities and develop risk awareness, creativity and innovation in business and employmentrelated activities.

They also get to adopt a high moral standard in professional practice and social interaction and practice leadership skills in a variety of activities. “Our focus is to equip our graduates with entrepreneurial and holistic skills so that they can excel and contribute to the nation building process,” said Dato Dr. Mohd Fauzi.

in Malaysia are constantly and rapidly upgrading technological contents through automation to produce high-end products.

“However, it is rather worrying to discover that most of these companies are experiencing problems getting local graduates with the necessary technical skills and knowledge. To overcome this specialist positions in their companies.

“However, if local universities can produce students with top notch talents and skills required by the industry, there will be less expatriates and more locals doing the job and enjoying a high income,” he stated.

“At the same time, we also want to instil good values to our students and curb things like bribery. That’s why ethics and moral

Today’s businesses in the public and private sectors are hampered by a shortage of skilled workers who have good

having other skills.” He added that science and industrial skills also are important to the growth and sustainability of human labour and are highly sought after by employers.

skills.

“This is in relation to the country’s move towards a high technology- driven economy.

Multi-national companies

With the rise of business complexity and uncertainty in the world of commerce, students, pointed out Dato Dr. Mohd Fauzi, have a choice — either become an employer or be a highly competent and talented employee capable of making a difference in their organisation.

Among the topics highlighted in the course are resume writing, interview skills, appearance, ethics, communication skills, general presentation skills, teamwork skills and leadership skills. “Through this we hope they will apply what they have learnt in their life after graduation.

“At the end of the programme, we want to produce students to think critically, be creative, innovative, analytical and be able to apply their understanding and knowledge.”

The course encourages students to collaborate with others from different socio-cultural backgrounds to achieve

UPM campus

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About Universiti Putra Malaysia Universiti Putra Malaysia began as the School of Agriculture in 1931 in Serdang and offered a three-year diploma programme and a one-year declared the College of Agriculture Malaya in 1947 and when it merged with the Faculty of Agriculture, University of Malaya, it became known as Universiti Pertanian Malaysia. academic session in the Faculty of Veterinary Medicine and Animal Sciences, Faculty of Forestry, Faculty of Agriculture, and a Division of Foundation Studies with a total of 1,559 students. In the early 80s, UPM extended its area of studies to include Science and Technology.

The university changed its name to Universiti Putra Malaysia in 1997 to

The employability framework consists of academic, personality management, exploration and connectivity attributes.

Academic attributes that graduates ought to have are good academic performance

This should be complemented by experience in co-curricular activities, and preparation for a seamless move into the real world working environment.

Graduates should have good personality management attributes such as a positive

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attitude and a good sense of responsibility.

Strong leadership skills as well as adaptability to perform in different given circumstances without being rigid are qualities employers look for when hiring staff. “Graduates must acquire exploration attributes, be imaginative and innovative as these are the characteristics that indicate high employability. Through our course programmes, we aim to equip our students with these skills,� added Dato Dr Mohd Fauzi. UP

university is ranked in the world’s top 100 in Education, Agriculture and Forestry. The main campus is in Serdang which sits on 1108 hectares of land while the branch campus in Bintulu occupies an area of 714 hectares. As a university that specialises in research, UPM has a total research fund of RM168.74million of which about 90% is provided by the government.

The university also has 26 patents and 169 innovations. UPM has numerous linkages and collaboration with international institutions and agencies around the globe such as USA, Latin American countries, Japan, Korea, the Middle East and others through Memorandum of Understanding and Memorandum of Agreement.

Various networking activities have been conducted such as mobility programmes, staff and students exchange, research collaborations, commercialised activities and technology transfer.

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keeping up

WITH MOBILE TELECOMMUNICATIONS

By Andrea Pereira

Sharala Axryd, founder of ULearn

T “Learn all you need to know about this US $4.7 trillion dollar industry.”

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he revolution of mobile telecommunications has taken the world by storm and it has made a tremendous impact on the lives of millions around the world. It’s not baffling anymore to see a homeless person on the street with a mobile phone because the world understands, above everything else, that it is important to stay connected with people and be updated on global events in a simple and convenient way.

In light of this new obsession, companies linked with this lucrative industry have been making an effort to keep abreast with the latest trends and technologies in order to generate new customers and retain the existing ones. With a growing client base and increasing consumer demands, the need for employees with satisfactory technical knowledge and skills is at an all-

time high stage as companies are thrown into a pit of fierce competition.

Determined to help the nation grow in the mobile telecommunications field, ULearn founded by Sharala Axryd, 7 years ago was established with the intention of training raw and fledgling engineers to become skilful and sought-after practitioners. “We saw the necessity in providing technical training to these budding engineers as companies depend on them to thrive and advance in this new age of technology,” says Sharala.

ULearn has become one of the world’s leading training providers in the mobile telecoms sector with more than 25,000 participants from 50 countries worldwide.

This UK-based company has spread its presence globally with offices in Sweden and Kuala Lumpur and has organised

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give yourself a

CAREER BOOST WITH TAYLOR’S CPE PROGRAMME

By Andrea Pereira

Professor Dr. Selvaraj Oyyan Pillay, Vice President, Taylor’s Centre for Continuing Professional Education

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ducation is a continuous process and it is imperative towards your growth and progress in life.

In today’s time and age, an academic qualification alone will not suffice as there is more to education than learning itself. Apart from knowledge, professional education plays a pivotal role in providing busy professionals with opportunities for self-improvement and personal enrichment which gives them an edge to withstand the inundation of competition.

For the past 13 years, Taylor’s Continuing Professional Education (CPE) has been helping professionals further develop their skills and tap into their innate potentials. By nurturing the talents and

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bringing out the best in each individual, the programme benefits companies as it helps them grow and develop their manpower to meet their specific business needs, ultimately ministering economic growth on a local, national and global level.

Taylor’s CPE is a platform for career enhancement as it offers sustained learning activities for participants to gain new forms of knowledge, skills and experiences. It aims to help them rebuild their careers, reinvent themselves and revamp their lifestyles. The university offers custom-made programmes that are tailored to the specific interests and requests of the participants, a distinctive

“Embracing lifelong learning in a corporate culture is the way forward to transform and shape future leaders.”- Professor Dr. Selvaraj Oyyan Pillay, Vice President, Taylor’s Centre for Continuing Professional Education.

feature that sets it apart from other education programmes. “It’s not about it’s about creating programmes that are built around their needs,” says Professor Dr. Selvaraj Oyyan Pillay, Vice President, Taylor’s Centre for Continuing Professional Education.

Customised Programmes Taylor’s CPE takes on the responsibility of understanding and learning the respective needs of the participants before shaping an ideal programme that caters to their exact requirements. The university believes that by employing this personalised approach, it escalates the programme’s success rate as it enables the participants to progress in the areas where they require more coaching and guidance.

These specialists will be able to inspire and induce transformational thinking that will prepare the participants for the challenges faced in today’s business environment.

The CPE programme aims to Connect, Empower and Mobilise the next generation of business and civic leaders.

Relying on their experts from their own schools as well as industry experienced personals, the university believes that these specialists will be able to inspire and induce transformational thinking that will prepare the participants for the challenges faced in today’s business environment.

participants with the skills needed to advance to the next level in their organisation by providing leadership training, access to key stakeholders and a supportive network of peers and senior business leaders within their industry.

The participants will be working under the tutelage of these industry experts who will be providing strategic information and valuable insights on emerging issues and business trends.

The CPE programme propels participants to go through a challenging yet rewarding journey of learning which requires them to make positive changes in their business and personal lives with the help of their mentors. Its objective is to prepare the participants with the right knowledge, attitude and skills through continuous learning and sustained efforts for career enhancement and self-improvement with notable results.

The industry evidence-based approach to leadership and management skills promotes sustainable behavioural change that extends to the workplace.

The teachings are reinforced during and after training sessions through the online systems provided. The methods used by the facilitators take on a holistic approach

to development that addresses learning at an individual, team and organisational level.

Collaborative Approach Taylor’s University prides on their collaborative approach in working together with key stakeholders and industry experts throughout all stages of the programme, from identifying the precise learning needs of the participants, to fabricating its content.

The participants will also have a chance to work closely with professional bodies from their respective industries that will address the current business needs and provide an in-depth look into the industry.

The course is delivered using a combination of cutting edge content and the very latest thinking in business education, with a unique approach to customised organisational learning.

Conceptual framework and case studies are discussed in a rational manner with appropriate role plays and debates that take into account the human dimensions within the mechanics of the organisation and its interactions with the external environment.

“Our Taylor’s CPE experience is challenging, inspirational and stimulating.

The programme trains and encourages all participants, be it senior decision makers or young managers, to question their current practices and management styles.

This allows them to expand their ways of thinking, widen their perspectives and better understand their own challenges and capabilities to be more effective and progressive in their roles,” says Selvaraj.

Industry-Driven Impact Taylor’s CPE programmes aims to equip

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Flexibility without Compromising On Delivery and Quality The CPE programme can be delivered anywhere in Malaysia, including Sabah and Sarawak. In view of the hectic and busy lifestyles of business professionals, accommodate the needs of interested individuals and organisations.

Trainings are conducted throughout so that participants can attend the programme at their convenience.

Taylor’s CPE gives a second chance to many who were previously deprived of such opportunities. It widens access to quality education and provides lifelong learning opportunities in a conducive and engaging environment.

The full customisation of the training programmes and collaborative an added advantage for those who choose to enrol in this course.

Innovative The university’s innovative backing members from the Business and Engineering Schools and experienced industry practitioners.

Together, they are constantly researching and identifying innovative methods in teaching to promote learning in a more exciting, challenging and rewarding way and at the same time meeting the needs of the participants in their lifelong learning experience.

The CPE programme also works at stimulating and developing the thinking capacity of the participants and to drive out the creativity within them. This inspires them to use their imaginative thinking and to strive for continuous improvement on existing practices. It also urges them to come up with new and creative ways of achieving a goal and to think out-of-the-box in all situations. UP

About Taylor’s University Set up in 1969, Taylor’s has been providing excellent services for its students in terms of diverse study options, relevant curriculum and teaching methods, on-going partnerships with leading universities worldwide, strong industry linkages, up-to-date facilities and a wellequipped campus.

Upgraded to University in September 2010, Taylor’s is one of Malaysia’s most successful and reputable private higher education institutions.

The university offers a variety of courses in tertiary education, from foundation and diploma, to degree, post graduate and professional programmes.

Industry-relevant learning activities and curriculum are widely incorporated into all tertiary courses in close partnership with the relevant industries.

The quality of the undergraduate teaching and learning at Taylor’s

was acknowledged when it garnered a ‘Tier 5: Excellent’ rating in the Rating System for Malaysian Higher Education (SETARA) in 2009 and 2011 by the Ministry of Higher Education Malaysia. Taylor’s University made history when it obtained the highly coveted “Tier 6: Outstanding” rating in the Malaysian Ministry of Higher Education’s Discipline-Based Rating System (D-SETARA) in 2012.

Taylor’s has also received recognitions locally and internationally from professional bodies such as the Conceiving-Designing-Implementing -Operating Initiative (CDIO) and the Royal Institution of Chartered Surveyors (RICS) to name a few.

The university delivers a holistic education that results not just in academic accomplishments but also in graduates with qualities that are highly sought after in the global marketplace.

For more information on Taylor’s Continuing Professional Education (CPE) programme, visit www.taylors.edu.my.

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REBUILD YOUR CAREER, REINVENT YOURSELF AND REVAMP YOUR LIFESTYLE At Taylor’s Centre for Continuing Professional Education (CPE), we provide ongoing learning, the latest industry development skills and the edge to be at the forefront of your respective fields whether it is in the hospitality industry, culinary arts or business entrepreneurship.

Continuing education is not just a matter of upgrading skills but a necessary business investment. It is all about complementing and upgrading existing work skills, knowledge and industry development.

Taylor’s Centre for CPE not only understands this but develops this thinking and trend with our programmes, teaching staffs, information edge and facilities.

With the backing of the reputed pioneer and respected name in private tertiary and academic education - Taylor’s University - Taylor’s Centre for CPE offers over 18 years of proven results to help ambitious and motivated professionals challenge their own abilities in achieving professional and personal goals and rewards.

At Taylor’s Centre for CPE, we aim to help you rebuild your career, reinvest yourself and revamp your lifestyle. Let us take you to the next level to enhance your professional expertise and enrich your lives.

Programme Series Teaching & Learning Series Sports Management & Leadership Series

Team Building

Finance & Accounting Series

Hospitality Management & Leisure Series

Human Capital Development Series

ICT & Technology Series

Language & Communication Series

Leadership Development Series

Strategic & Quality Management Series

Logistics & Supply Chain Management Series

Marketing & Sales Series

Personal Development Series

Plantation & Mill Management Series

Project Management Series

Retail & Shopping Complex Management Series

Please visit our website www.taylors.edu.my/cpe or call us at 603 5629 5781 to find out more about our programmes.

Centre for Continuing Professional Education Taylor’s University Lakeside Campus No.1 Jalan Taylor’s, 47500 Subang Jaya, Selangor Darul Ehsan Tel: 603 5629 5781 Fax: 603 5629 5141 Email: cpe@taylors.edu.my

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looking into the needs

T

OF MALAYSIA’S AGEING WORKFORCE

here is a brewing crisis of unprepared retirees in Malaysia and it is predicted that by 2030, Malaysia is expected to be an ageing nation with at least one in 10 people of retirement age.

Anthony Raja Devadoss, KellyOCG’s Vice President in Asia Pacific, says that the majority of today’s soon-to-retire workforce is inadequately prepared for retirement. “This growing concern affects everyone. Both the private and public sector need to play their respective roles to more effectively address this pressing issue.”

This is further expounded by Employees Provident Fund’s recent figures which

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highlighted that there were about 70,000 active 54-year-old contributors who had an average savings of under RM167,000 in 2013. EPF’s recommended minimum savings level is RM196,800. In addition, close to 70% of all EPF contributors of the same age had only less than RM50,000 in their accounts.

Devadoss adds that the ageing population issue is very apparent in the public sector with over 20,000 civil servants retiring annually. The eventual increase of retirees will put additional pressure on the government as health and welfare costs skyrockets.

“No doubt there is need for a provision of career transition support to aid the

early retiring workforce groups, which include the military armed forces where the resettlement age is around 40 to more smoothly transition to civilian life and prepare for the next career towards the later part of their lives,” he continues.”

In a recent address to the United Nations, the Malaysian government acknowledged the importance of comprehensive policies, programmes and services in overcoming the health and socio-economic effects of its ageing population.

From a business standpoint, as the mature working population withdraws from the workplace and move on to retirement or semi-retirement stage, there will be a widening gap in the talent pool.

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new ce of HRDF-

COMMITTED TO EMPOWER MALAYSIAN WORKFORCE

By Sharmila Vella

C M Vignaesvaran, Chief Executive of the Human Resources Development Fund

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he newly appointed Chief Executive of The Human Resources Development Fund (HRDF), CM Vignaesvaran, popularly known as Vicks, has a challenging task to fulfil. Vision 2020 is drawing close and Malaysia’s goal is to be at par with the developed nations nations powered by its skilled and talented workforce.

“The word ‘Impossible’ does not exist in my vocabulary. I believe in positive change, which also means identifying and transforming challenges into opportunities for realising the big vision,” says Vicks who adds that careful planning and determination gets one to their desired goal. He is convinced that the goal of achieving a high income economy will be a reality by 2020.

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He is both determined and committed to empower the workforce in Malaysia by creating more opportunities to learn and enhance knowledge, skills and capabilities.

“Malaysia needs a Resource Revolution to take stock of its workforce capabilities and capacity especially in the priority sectors for the nation to tap its full potential towards 2020. While on one hand organisations need to map new skill requirements, the nation at large needs to grow its potential by measuring and enhancing productivity of our human capital,” says Vicks who has more than 17 years of experience in various positions and industries in the corporate world ranging from the construction industry, power, telecommunications

“With training, there will be more skilled labours and we may not need to depend on foreign expertise,” adds Vicks.

and manufacturing. He joined HRDF as a General Manager of Training Grant Division and later was appointed as a Deputy Chief Executive (Operations), prior to assuming his current position.

Vicks believes that HRDF has a more strategic role that goes beyond prudent management of funds. “HRDF aspires to be a purpose-driven institution, contributing to enhance the quality of human capital, through a well strategised talent development roadmap that addresses various gaps, issues and future challenges.

“Besides, we are also committed to demonstrate our leadership by encouraging more corporates of of contributing to HRDF, meeting their resource requirements,” he shares.

He is convinced that upgrading oneself through training and new knowledge to grow and excel in the chosen profession is the way forward. “It is the mindset that has to change. Employers must see

improve their businesses and their workforce in order to achieve their goals.”

The HRDF is administered by Pembangunan Sumber Manusia Berhad (PSMB), an agency under the Ministry of Human Resources, via the Pembangunan Sumber Manusia Berhad Act. The instituition spearheads the up-skilling of Malaysian workforce by driving training and development programmes, and encouraging employers to enhance the competencies of their employees.

“HRDF is a dynamic lead organisation catalysing development of competent workforce, to support the vision of a high-income economy.

“Human Resources (HR) as a function holds great importance, for CEOs to build their knowledge capacity, which is a critical aspect of economic infrastructure.

We are operating in a knowledge economy, and that means production rests in the hands of the workers,” he says.

As the new CE, Vicks will be instrumental in “promoting good governance, introducing innovative HR solutions and

above all, greater industry outreach to help companies build competent workforce” as stated by Dato’ Seri Richard Riot Anak Jaem, the Minister of Human Resources.

Vicks believes that “change in leadership is always positive in the life of an organisation. A new leader helps infuse new energy, challenge the status parameters of success and positively He strongly advocates a life-long learning attitude. “Everyone must be willing to learn new skills and improve themselves. When the learning stops, the development stops.”

He illustrates that learning a new language gives a person an added advantage. Vicks speaks Cantonese well, apart from reading and writing in Tamil, English and Malay languages.

“I was able to succeed in a Chinese majority organisation previously because of this additional skill. I was able to learn more too,” he adds.

He further notes that in today’s complex and dynamic marketplace and workplace, people should be equipped with problem-solving skills or tools.

Problem-solving skills are valuable in all areas of life. Employers appreciate and often value employees who can solve problems on their own. “Many new graduates lack this skill. If a person can master the skill, he or she will succeed in any industry.”

As for the future plans for HRDF, Vicks states that his priority now is to get more companies to register with HRDF. Employers, he stresses, need to be aware that training is the most effective way to increase their staff’s skills and

Vicks, addressing the audience at the PSMB Gala Dinner Award

the goals of the organisation.

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Housewives Enhancement And Reactive Talent Scheme

By Sharmila Vella

Wan Yon Shahima Wan Othman, Chief Operating Officer PSMB

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he Housewives Enhancement And Reactive Talent Scheme, also known as HEARTS, was established to increase the percentage of employable women in the labour market from 46% to 55% towards increasing the skilled workforce of the nation.

Those who have at least a diploma can now opt to work from home as translators, script writers, telemarketers or researchers upon completing the free training provided by HRDF. Under the programme, a total of 256 housewives and single mothers have found employment. The three main reasons cited by women who left the workforce were to raise their family, the

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lack of work-life balance and to care for a family member.

Chief Operating Officer PSMB, Wan Yon Shahima Wan Othman says “this programme is one of the Government’s initiatives to help achieve its target of attracting 55% of the women back in the job market to contribute to the economic growth.

“Besides, this programme is also focused on attracting educated housewives who possess a university or college degree or diploma to return to the workforce. It is a waste of talent as some of them held high positions in their organisations before quiting.”

Wan Yon Shahima adds that some of

“Housewives and single mothers are now given the opportunity to earn a living from home with the help of HEARTS, a programme initiated by the Human Resource Development Fund (HRDF).”

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meeting the needs OF

TOMORROW’S WORKFORCE

The National Human Resources Standards (NHRS), a comprehensive guideline to improve the standard of human resource (HR) practitioners, was recently launched by the Ministry of Human Resources at the Human Resource Development Fund (HRDF) Conference and Exhibition 2014 held in Kuching, Sarawak.

The Standards provide a model that defines the criterion to measure quantity, weight, extent, value and quality of HR practitioners. These Standards incorporate international best practices with the ‘East meets West’ concept by blending in the best managerial skills with theories and techniques. “NHRS will enable human resource practitioners to become global competitors and maintain their professional integrity,” said Minister of Human Resources Datuk Seri Richard Riot Jaem, who launched the NHRA that was developed by the Human Resources Certification Committee under Pembangunan Sumber Manusia Berhad (PSMB) after nine months of research.

“This research is based on the human resource systems and practices which can be found in Malaysia and in the world,” Datuk Seri Richard Riot said.

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be the most employable person in the room HOW

KNOWLEDGECOM CAN INCREASE YOUR EMPLOYABILITY

S.T. Rubaneswaran, CEO of KnowledgeCom

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he job market is a highly competitive place. From certifications and industry experience to having a standout curriculum vitae, those entering or re-entering the job market are always on the lookout for that edge to set themselves apart.

KnowledgeCom Corporation, a standout organisation with more than a decade of experience, may just hold the key to providing the advantage employees and employers seek. The well-established corporation provides the latest ICT technical training, highly effective soft skill courses and the state-of-the-art technology solutions for businesses.

Armed with vast experiences in these fields along with a dynamic team, the company has grown to continuously deliver result.

Students of the courses conducted by KnowledgeCom embark on a journey to ‘upskill’ themselves to increase their

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employability while giving them the confidence to face the challenges in the working world.

Creating a win-win situation for both employers and employees, KnowledgeCom courses offer a host of benefits. Employers can rest assured that they have access to readily trained staff, regardless that they may be at entry-level. This reduces business risks as certified individuals will ensure projects are run effectively and adhere to deadlines, thus increasing company productivity rates. In addition, skilled employees who are able to perform extremely well also provides companies a higher ROI on investments of assets such as software and hardware.

Fresh graduates and potential employees, on the other hand, can enjoy discounted and even cost-free training and certification. Sponsored by Talentcorp, many fresh graduates find it difficult

“KnowledgeCom believes in providing an avenue for such a learning environment as well as the academy becoming a safe space to discuss and exchange ideas amongst practitioners and students.”

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more facilities to MANAGE WASTE EFFICIENTLY

By Sharmila Vella

Datuk Ab Rahim Md Noor, PPSPPA Chief Executive Officer

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hen you think about happiness where the natural environment is concerned, images of bright blue skies, clear rushing waters and enchanting green forests with the sound of crickets come to mind. What most people fail to realise is that nature will not be able to sustain itself and will inevitably be stripped off its beauty and riches if the environment is not preserved or protected.

Water, air and minerals are a few of nature’s valuable resources that we depend on in order to survive. The harsh reality is we need nature more than it needs us and unless protective measures are taken in guarding and preserving our habitat, we can say goodbye to the world we once knew.

The disposal of solid waste has been an ongoing issue in Malaysia over the past few decades. Strong efforts have been made to curtail this unceasing problem through policies and management systems, however, the issue continues to persist and has been escalating to staggering heights.

In an effort to curb Malaysia’s solid waste issue, the Solid Waste and Public Cleansing Management Corporation (PPSPPA) was established to compliment and drive the National Solid Waste Management Policy.

This policy was implemented to provide a comprehensive, integrated, cost-effective and sustainable solid waste management system in line with society’s demand for environmental conservation and public well-being.

“We have to start from the grassroots in order to educate and inculcate in people the importance of being more responsible in handling solid waste.”

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Convention & Training Venues

By Andrea Pereira

MANDARIN ORIENTAL

Located beside Kuala Lumpur’s world famous Petronas Twin Towers, the Mandarin Oriental offers the most distinctive address in the capital. The hotel’s spacious business centre is set up for all possible business needs which include three workstations and three meeting rooms. With superb facilities, excellent technology and unrivalled service, it’s the number one choice for your business needs.

WESTIN KUALA LUMPUR

The Westin Kuala Lumpur offers a total of 21 meeting rooms and conference facilities with more than 3, 189 square meters of space. The hotel’s 614.4 square meter Grand Ballroom is perfect for product launches, seminars, conventions and gala dinners.

BERJAYA TIMES SQUARE HOTEL Well-recognised as one of the leading business hotels in Malaysia, Berjaya Times Square Hotel’s Business Centre is equipped with the latest administrative equipment to service all business needs. Supporting the business services of the hotel is a team of meeting and events professionals who are highly trained to ensure creative solutions for the success of any event.

SUNWAY RESORT HOTEL & SPA

Sunway Resort Hotel & Spa’s total inventory of 55 meeting and function rooms offer 10,000 square metres of unobstructed space, including the Sunway Pyramid Convention Centre. This massive convention centre is connected to the hotel by an air-conditioned passageway and a classically designed pillarfree ballroom which seats over 2,200 people for dinner banquets.

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A retreat for

BUSINESS AND LEISURE

Nilai Springs Resort Hotel

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ccomplished hospitality professional G.K How, General Manager, Nilai Springs Golf and Country Club has a front row seat on the progression of the hospitality industry in Malaysia When you have over 30 years of the hospitality industry running through your veins, you can be sure that the experience that goes with it is plentiful. G.K How, the General Manager of Nilai Springs Resort and Country Club has been in the industry since he was just a youngster, a journey that was paved with challenges and plenty of hard work.

“During my Form 6 years, I worked parttime at the old Kuala Lumpur Hilton,” says How. He describes the Kuala Lumpur of yesteryears where the cream de la cream of the city dined in style and grandeur at the Hilton. “It was the only 5 star hotel in

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town and if you were somebody at that time, you would have surely been to the Hilton,” he explains. Working weekends and public holidays, How was a favourite with his superiors and guests. Serving VIP guests that included Malaysia’s 3rd Prime Minister Tun Hussein Onn and the Sultan of Pahang, he says, “I learnt a lot during my time at the Hilton, especially about quality and high standards of service that the Hilton brand is known for.”

Initially, hospitality was just a stepping a career as a chartered surveyor. However, he admits his time at the Hilton changed his career path. “I fell in love with the hospitality industry and I knew there was no turning back.”

After completing his Form 6, How secured a job as a Cabin Services Assistant with Malaysia Airlines Catering. “I started out

“People want to be appreciated for what they do. This is a fundamental characteristic of any human being.”

washing dishes and I worked my way up by constantly striving to learn and better myself. I used to go to the MAS library during my free time and read up on the various planes to familiarise myself with His hard work and perseverance paid off whe he became the youngest supervisor at just 20 years old. “After that I was moved on to The Merlin in Penang as a management trainee.” How climbed the hospitality ladder very quickly and his career took him on a very colourful path that led to Perth, Brunei as well as 19 years with Tan Sri Dato’ Dr Gan, Executive Chairman of Nilai Resources Group Sdn Bhd. Attributing the success of his own career to great mentors, How fondly remembers his superiors who made an impact on his career by recognising his talent and nurturing his skills.

At Nilai Springs he focuses on providing training and education for his employees to help them better themselves professionally and personally. Some of the training offered includes English lessons, team building activities as well as MBA style case studies for managers. “I create these case studies on my own as I feel it is essential that my employees learn how to tackle real work situations,” How explains. He admits that through the years he has adapted his managements style to deal with the new generation. “The upbringing and lifestyle today is very different from when I was growing up and I feel that it is important that management styles stay relevent.”

His future plans includes slowing down but not stopping. “I have no intention down and spend a little more time with my family. Time with my loved ones was something I wasn’t able to do while climbing the ladder in the hospitality industry.”

However, How’s passion for the industry and its people guarantees he’s not going anywhere anytime soon. With plans to dabble in consultancy, How embodies years of hard work and determination. “I don’t think I can get that out of my system.

The hospitality industry will remain with me till my very last breath.” UP

“One of the most significant mentors in my working life was Fred Newman, the General Manger during my time in Shangri-La Penang. ”He believed in my capabilities and that propelled me to do even better” he says. How believes that superiors and upper management play an important role in development of young talent. “I encourage my team to build strong relationships with their down line to upkeep morale and nurture talent.”

How has gained valueable management insight throughout the span of his wellversed career. Bringing that experience to the table, How describes his management style as autoritative where he sets a clear path of high standards for employees to follow. “Loyalty is very important to me.

Myfront office manager and head chef have been with me for over 15 years.”

However, How explains that creating this loyalty involves rewarding employees through bonus and career advancement.

“People want to be appreciated for what they do. This is a fundamental characteristic of any human being.”

G.K.How. General Manager handing over a mock up cheque donation valued Rm 8,000.00 for a charity home.

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The Perfect TEAMBUILDING venue!

A real retreat for business and leisure, Nilai Springs Resort Hotel offers customised and structured teambuilding programmes for your organisation. All programs conducted on our challenge course are physically, mentally and emotionally challenging to help develop greater team spirit among your employees.

Watson Personal Care Stores

Some of our past participants include:

Jobstreet Singapore

RHB

Great Eastern Life Assurance

MEPS

Euratech Malaysia Sdn Bhd

PK Fertilizer Sdn Bhd

Institut Jantung Negara

IPC Singapore

IMU Medical University

Misi Setia Oil & Gas

Nestle Products Sdn Bhd

Petronas

Taylors Education Group

Prudential Assurance

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Tesco Stores CIMB The Westin Hotel KL TGV Cinemas EcoOils Sdn Bhd Royal Selangor Club

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PIKOM ICT 2014 job market outlook: ICT JOB MARKET CONTINUES ON POSITIVE GROWTH

From left - Cheah Kok Hoong, Chairman, PIKOM, Woon Tai Hai, Research Committee Chairman, PIKOM, Muhammad Imran Kunalan Abdullah, Director of Talent Division, Multimedia Development Corporation Sdn Bhd (MDeC)

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he Information and Communications Technology or ICT sector is among the top paying industries in the country according to the findings by Pikom, the National ICT Association of Malaysia and the ‘Voice of the ICT Industry’. Its chairman, Cheah Kok Hoong says that the average salary of ICT professionals for 2013 has again netted an upward movement of 7.2% to RM7,152 from RM6,673 in 2012. This is above the country’s recently reported Gross Domestic Product and inflation rate of 5.5% and 3.5% respectively.

“Given the positive local economic growth outlook, we anticipate that a further 8.7% growth in salary for the ICT industry is achievable by the end of 2014,” says Cheah who recently announced the key findings of Pikom’s latest ICT Job Market Outlook

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From left - Ramachandran Ramasamy, Head of Policy, Capability & Market Research, PIKOM, Cheah Kok Hoong, Chairman, PIKOM, Woon Tai Hai, Research Committee Chairman, PIKOM, Ong Kian Yew, Executive Director, PIKOM

2014. The study was done in collaboration with JobStreet.com and supported by Multimedia Development Corporation.

Although the Oil, Gas & Petroleum industry continues to be the highest paying sector for ICT professionals in 2013 averaging RM8,324, the Call Centre/ IT Enabled Services shows a whopping 51.1% increase in salary last year, from RM5,028 in 2012 to RM7,596 in 2013.

Nine industries, including science & technology, aerospace and bio-technology, computer/IT (hardware), storage, freight and telecommunication, among others, are above the national average of RM7,152.

Cheah, however, highlights a continuing concern on the potential issue of ‘brain drain’ within the industry which, according to the Pikom’s ICT Job Market Outlook 2014 report, shows a widening gap in

the remunerations of ICT practitioners between Malaysia and other countries in the region. Among the Asian countries, Vietnam, Hong Kong and mainland China paid 2.19, 2.12 and 1.93 times higher (with Purchasing Power Parity, PPP adjusted) respectively than Malaysia. The US, Australia and Canada continue to maintain higher salaries, up to 1.90, 1.52 and 1.44 times respectively.

“If this continues, it can potentially impact the national agenda under the 10th Malaysia Plan which aims to boost skilled workers’ percentage up to 33% by 2015 and as much as 50% by 2020 with the objective to turn Malaysia into a high income economy,” he shares.

Woon Tai Hai, Pikom’s Research Committee chairman who has been heading the research project for the past

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country’s first globally recognised

HR PROFESSIONAL CERTIFICATION PROGRAMME LAUNCHED

Anthony Raja Devadoss, KellyOCG’s Vice President in Asia Pacific

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elly Outsourcing & Consulting Group (KellyOCG), the Outsourcing and Consulting Group of Kelly Services, has launched what is probably the country’s first globally recognised set of HR Professional Certification Programs — aimed at driving the local Human Resources fraternity towards a more pervasive attainment of international HR professional standards.

This initiative is part of the company’s efforts, as part of the private sector’s initiative, to develop the overall HR community to support the nation’s growing demands for certified HR professionals and specialists.

KellyOCG’s Vice President in Asia Pacific, Anthony Raja Devadoss, says that only up to a maximum of 10% of the entire HR practitioner pool (estimated to be

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about 20,000 personnel) in Malaysia are certified with HR-specific international standards.

This shows a significant gap between Malaysia and other developed countries in terms of professionally certified HR practitioners. In the United States, Australia, Britain, and most of Europe for instance, there is an average of up to 25% of HR practitioners who are either certified or working towards achieving certification with international HR professional standards.

“We believe it is possible to double the existing percentage of the estimated 20,000 HR practitioners in Malaysia to be certified with HR-specific international standards by end of 2016,” states Devadoss.

“KellyOCG leads private sector initiative to double the pool of professionally certified HR practitioners in 24 months.”

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online social media, THE

GAME CHANGER IN TALENT WAR “Malaysia ranks 4th worldwide for use of social media in career decisions.”

S

ocial media and online tools are emerging as the vital channels that organisations use to attract, engage and retain top talents as more of the Generation Y join the workforce.

According to the findings from 2014 Kelly Global Workforce Index (KGWI), Malaysia ranked 4th in the world in terms of workers using social media in making their career decisions.

“At least, 60% of the local workforce use social media as a job search tool contrasting the global average of 36%,” says Anthony Raja Devadoss, Vice President of KellyOCG, Asia Pacific. The 2014 KGWI survey was done by the Outsourcing & Consulting Group (KellyOCG) of Kelly Services, a workforce solutions provider.

“This phenomenon is more inclined in Asia Pacific countries (APAC) which stands out as a hot spot with about half (51%) the employees involving their social media network for employment decisions which

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is significantly higher than Europe, Middle East and Africa (34%) and the Americas (30%),” he states.

Despite this, Devadoss reveals that only less than 30% of job positions in Asia Pacific countries are landed via online job boards. This opposing trend, he points out, warrants a re-think about how organisations engage the right talent. “This is a pertinent issue as the worldwide talent gap continues to widen and projected to reach 81 million by 2018.

“Today’s digital era presents both challenges and opportunities to employers. There are greater opportunities than ever for employers to engage a wider pool of talents across industries, occupations, countries and continents.”

He states that companies should consider integrating social media and online tools into their talent supply

chain strategy in view of the growing importance of effective online and social media platforms to interact with current and prospective employees whether for branding or recruitment purposes.

Rising Importance of Online Talent Communities Devadoss also highlights that more online talent communities have sprouted as employees today are becoming more willing to open up about work and workplace challenges. The 2014 KGWI survey report illustrated that current participation in talent communities is the highest in APAC (25%) followed by the Americas (19%) and EMEA (10%).

“With a more open and networked business environment, employers have the chance to showcase available opportunities and become the preferred employer. This can improve the quality and speed of talent acquisition as well as retention rate. The concept of online talent community is still

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the dreaded GST, OR IS IT?

By Aleyann Matthews

“….it is important to understand that there is no tax on tax. Therefore, GST is not a cost to the business but to the consumer.”

Dato’ Chua Tia Guan, Head of Tax and Financial Consulting of Great Vision Business Advisory ServicesFund

D

ato’ Chua Tia Guan, Head of Tax and Financial Consulting of Great Vision Business Advisory Services outlines GST and what to expect with its impending implementation.

Goods and Services Tax (GST) which is also known as VAT or value added tax in many countries, is a multi-stage consumption tax on goods and services. GST is levied on the supply of goods and services at each stage of the supply chain from the supplier up to the retail stage of the distribution.

Even though GST is imposed at each level of the supply chain, the tax element does not become part of the cost of the product because GST paid on the business inputs

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is claimable. Hence, it does not matter how many stages the goods and services goes through the supply chain because the input tax incurred at the previous stage is always deducted by the businesses at the next step in the supply chain.

Dato’ Chua Tia Guan says, “First of all, it is important to understand that there is no tax on tax. Therefore, GST is not a cost to the business but to the consumer.”

He explains that in the supply chain, the role of the businesses is to actually be an intermediary to collect and to pay the government. “Depending on which industry you are in, it is most likely that you will experience a positive impact rather than a negative one.”

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3rd International Printing Technology Exhibition OF CHINA 2015

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RINT CHINA 2015 is planning a bigger and better showcase of everything related to the pint world. Participants can look forward to prestigious print names such as HP, Heidelberg, KBA, Komori, Canon, Konica Minolta, Hans Gronhi, Manroland and Bobst occupying larger booth space at the exhibition which will be held in Dongguan, China, from 7 to 12 April 2015.

These industry giants are expected to take up a total exhibition space of 140,000 square metres. It is also expected to attract more than 180,000 visitors. Visitors and participants can also look forward to overseas pavilions such as Germany, Italy, UK, USA, Korea and India.

PRINT CHINA 2011 attracted 1,261 exhibitors occupying 120,000 square

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For more information, please visit www.myob.com.my 52 | UP MAGAZINE

metres of space and 170,000 visitors.

Aggressive promotion by the organisers of PRINT CHINA 2015 within China and the abroad as well as the strong support of Global Print and Asia Print have successfully thrust PRINT CHINA into the International arena.

Participants from all over the world who live and breathe print can look forward to the latest and most advanced print technology, state-of-the-art products, trends in the industry as well as keep abreast of some of the challenges faces through the concurrent forums and conferences during the exhibition.

Adhering to the principle of ‘Internationalism, Opening and Professionalism’ the exhibition will also provide a platform for exhibitors and trade visitors to network, cooperate, exchange ideas and transact sales. UP

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EMPOWERED WORKFORCE

flexible work schedule and a sense of community are among key factors to retain workforce

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alary and financial benefits are the main reasons that drive empolyees’ decision to accept one job over another. This high regard for salary is lower in Asia Pacific where the average is at 86% and globally it is at 84%.

The 2014 Kelly Global Workforce Index report titled ‘Executive Insights: Exploring Today’s World of Work’ reveals that 93% of Malaysia based Empowered Workforce surveyed say that the attractiveness of a potential employer is commensurated with salary and monetary related benefits.

KellyOCG’s Vice President of APAC, Anthony R. Devadoss defines the Empowered Workforce as an “active group of workforce that embodies contemporary thinking and trends spanning across gender, generations, regions and industries”.

Apart from salary being the key motivator for job change, Devadoss says there is a dynamic shift to a more autonomous and empowered workforce. “They don’t just think about making career changes and they actively look for better job opportunities or evaluate the job market. Over 60% of today’s workers globally spend at least one hour per week networking and establishing resources for new job opportunities.”

However, this behaviour does not necessarily signal dissatisfaction with a current employer because nearly half (47%) of employees admit they look for better career opportunities even when they are happy with their current job. In Malaysia, the percentage is 52, slightly higher than the global average but indicative of the Asia Pacific average which stands at 53%.

“Employees globally and in Malaysia are now more interested in nontraditional or flexible employment opportunities such as freelance or project-based works.

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10best companies

TO WORK FOR IN MALAYSIA T he average Malaysian works eight hours a day, 40 hours per week, 176 hours per month and 2,112 hours per year. Looking at those figures at a conservative level, it is safe to say that most white-collared employees spend more than one third of their time in the offices. In light of this fact, it is imperative for working professionals to place themselves in companies that have a reputation of offering excellent employee benefits, providing healthy working environments and fostering good relationships inside their organisations.

The following is our pick of 10 companies to work for in Malaysia.

01 AIR ASIA The company continues to grow rapidly with its increasing revenues and expansions across the globe. This exciting and fast-paced aviation industry provides career progression opportunities and gives you the chance to be under the wing of one of Asia’s biggest tycoons, Tan Sri Tony Fernandes. And of course, you will also be entitled to yearly flight coupons to Air Asia destinations and up to 90 per cent discounts on travel concessions. If you want to reach for the sky and explore the world, Air Asia’s the way to go.

02 MAXIS MAXIS, one of Malaysia’s largest mobile telecommunications providers, is expected to continue growing in terms of size and profits. This billion dollar industry currently serves 9.5 million customers in Malaysia through a variety of communication products, applications and value added services. The 145, 700 employees of the company are given opportunities to reach their career heights with a common goal of becoming the preferred communications solutions provider in Malaysia.

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03 SHELL Shell Malaysia has consistently topped the charts as one of the best companies to work for in Malaysia. Being one of the world’s leading companies in the petroleum industry, it promotes economic growth and provides opportunities to over 6,800 employees in Kuala Lumpur. Shell regularly conducts employee surveys such as the Online Shell People Survey to address issues and to improve their current processes. This ensures that their employees are satisfied and the company stays competitive in the industry.

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top trends shaping the

WORLD OF HUMAN RESOURCE SOME TRENDS THAT WILL SHAPE THE YEAR AND BEYOND As 2015 unravels itself, global human resource leaders agree that this will be a crucial year that will make or break an organization. Leaders are increasingly faced with macroeconomic headwinds.

Coupled with the scarcity of skilled talents, HR will need to up their game to seamlessly fill this void and they have to deliver essential knowledge and services to keep their organizations ahead of competitors.

In order to be ahead of the game, HR will need to dig deep into what the movers and shakers in the market, what peers and competitors are thinking and doing, and what actions need to be taken. The inaugural Randstad Sourceright 2015 Talent Trends Report helps address while providing an in-depth market analysis and survey of global HR leaders about the issues and challenges ahead.

THE MULTI-GENERATIONAL WORK FORCE Being able to cater, appeal, motivate and manage an age-diverse workforce might just be the most daunting task for employees. With a growing number of Millennials — Generation Y workers born between 1980 and 2000 — making up the workforce, a significant divide can exist between this generation and Baby Boomers, and even Generation X. A recent study published by Gallup in the US found that employees belonging to the latter two generations are distinctly less engaged than others, yet they make up 88% of the workforce.

When it comes to communication, use of technology and expectations of their colleagues, each generation is significantly different. As such employers view engagement to be one of the more challenging aspects of workforce management today. An effective strategy that addresses the workforce holistically will not only enhance organizational efficiency but also support the company’s employer brand and reputation.

THE AGING POPULATION Japan is not the only country with aging population woes. Soon, many countries will follow suit. Birth rates remain low and retirees are set to leave the workforce in large numbers hence ensuring you have a cohesive, multi-generational workforce in 2015 and beyond. Like it or not, retaining as many older workers as possible will be inevitable. To keep pace, companies will either need to offer greater incentives for employees to stay longer, or find talent from other markets. The aging workforce will lead to changes in HR-related policies such as increased retirement age and more family-friendly perks, including increased workplace flexibility, remote working, child care payments, tax credits, and statesupported daycare.

These steps, along with social policies aimed at encouraging population growth and greater youth employment in some countries, may help balance the demographic concerns of employers and policy makers.

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gadgets

iPhone 6 Plus: bigger and better Apple fans will be overjoyed that the iPhone has joined the oversized phone club. This Plus of an iPhone with 5.5 inches of Retina HD display, is also super thin at just 7.1 mm. Its iSight camera can shoot slow motion video at 240 fps rate as well as time lapse video. For normal photos, the lens autofocus faster and phone connects even speedier to WiFi and 4G.

Gadgets FOR EXECUTIVES ON THE GO

Leica X Edition Moncle: designer camera Leica’s X Edition Moncler, a chic and colourful designer camera, is a collector’s item with only limited number of units available, each costing around USD2,295. Designed

by French fashion label Moncler, it is painted over with the colours of the French national flag.

Samsung Galaxy Note Edge: on the edge of technology The Note Edge provides users with a new way to access information, engage with their mobile device, and express their personality and tastes. The device’s unique curved Edge screen provides quick access to frequently used apps, alerts and device functionality all with the swipe of a thumb, even when the cover is closed.

iBox Nano: world’s smallest 3D printer 3D printers have never been affordable — until now. The iBox Nano is a mere 4” by 3” by 8”, making it the smallest and lightest 3D printer. It weighs 3 pounds as it uses acrylic for most of its body parts.

Best of all, you don’t need to install any special software as it can connect to an iPhone or any Android phone using WiFi. It prints from a web browser without making a lot of noise, using only resin and LED lights instead of DLP bulbs.

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