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Balancing local and foreign talent

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“For the higher level jobs, companies should set the expectation that when foreign workers are needed, one of their key responsibilities is to train a local to be their successor.”

Joy Roman, head of talent solutions APAC at 3M will share her insights on foreign vs. local employees at Recruitment Interactive 2013 on November 28 at Four Seasons Hotel, Singapore.

Foreign employees are still very much needed to fill low-skilled roles that many Singaporeans aren’t interested in doing, says Roman, as well as to provide expertise for some higher level jobs where local talent is not yet trained.

“In 3M, we are looking to build a pipeline of local talent in our manufacturing plants through partnership with technical institutions. This may include building a curriculum around 3M technical needs and/or hiring their alumni through campus initiatives,” she explains.

Additionally, the company is looking into work redesign that will help to scope the production positions to be more attractive to the local candidate pool, whilst scoping simpler job tasks for the lower skilled foreign workers.

Roman says that these policies help 3M to maintain the delicate balance of foreign and local employees in the organisation.

At 3M, talent solutions comprises of talent acquisition and talent development, and during her time with the company, Roman has also served as the head of HR for the Southeast Asia region, Singapore, and 3M’s global orthodontics business. Prior to 3M, Roman was a consultant at McKinsey & Company.

Panellists on this topic also include Ow Seng Fong, divisional director of National Human Resources Division at the Ministry of Manpower, and Patrick Ghielmetti, APAC VP of HR at Four Seasons Hotels & Resorts.

For more information on Recruitment Interactive 2013, to view the agenda and speakers, or to register, please go here.


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