《111-2 GHRM608》 What is the current talent pool like in Taiwan?

Human Resources Competency Development class (GHRM MBA), instructed by Professor Shyh-Jer Chen and Professor Heidi Chang, welcomed Mr. Alexis Lin from Development Dimensions International (DDI), an international human resources and leadership development consultancy. DDI collaborates with businesses to implement improvements in leadership development, leadership selection, succession management, and execution and performance. Although Mr. Lin is currently on his career break, Mr. Lin was the Solution Account Manager at DDI Taiwan. Mr. Lin has obtained vast HR skills in various organizations throughout his career. Before joining DDI Taiwan, he was Overseas Business Manager at TPI software and Deputy Manager at Cathay Life Insurance for many years. He holds a Master's in Human Resource Management from National Sun Yat-sen University and a Master's of Business Administration in International Business from ESSCA, France.

Mr. Lin began his session with a brief introduction to his professional experience. He introduced the three-pillar model adapted by Cathay Life Insurance. The pillar comprises three segments: Center of Expertise (COE), Business Partners (BP), and Shared Services. The COE would provide the overarching structure, such as creating policies or developing the framework, functioning as the organization's brain. The BP would deal with internal clients, often personnel from a specific department/function, and be in charge of the whole HR-related issues. Finally, Shared Services, such as labor insurance and payroll, serve as the administrative branch of HR. Together the model aims to enhance efficiency.

Mr. Lin highlighted that although the BPs are given the authority to address issues independently if they encounter problems with policies or frameworks, they usually escalate to the COE and explore potential solutions. Mr. Lin mentioned that this model is better suited for medium-to-large-sized businesses or major Multinational Enterprise (MNEs) with a considerable company size. Considering the employee number of a small-medium firm (SME) is relatively small, the structure of this model may not be optimal because there would not be enough employees to split the job scope that specifically.

Mr. Lin then linked VUCA (Volatility, Uncertainty, Complexity, and Ambiguity) to explain the talent shortage situation in Taiwan. He mentioned that there is now a skill gap that may have contributed to this talent shortage situation. Through utilizing the recruiting tools like DDI's Success Profile Model, one might find and access people with the necessary talents to perform the job more systematically and organizationally. Moreover, it would help "B players'' identify what kind of skills they are missing. Mr. Lin mentioned that some good qualities might become future barriers with statistics numbers supported. While dependable and well-organized, someone may lack the agility to deal with the uncertainty of today's fast-changing culture and workplace. Apart from agility, he also highlighted that nowadays, companies use the term "Human Resource'' less. Instead of considering humans as merely a resource, they focus on the well-being of people and organizations, as well as empowering each talents to their fullest potential.

Lastly, Mr. Lin shared and compared his experiences in in-house HR and consulting firms. An in-house HR department works closely with different departments and managerial levels and begins with a specific function. He emphasizes that resources and business priorities may be various based on industries, developing stages, and company size. It is vital to keep the "business thinking," such as what role does HR play in your company? What influences can you make to add more value? As for in consulting firms, you’ll receive various mechanisms and tools to deal with specific business issues. They often have to work in a fast-paced, high pressured, and multitasking environment, which might be hampered by a lack of practical experience. Students are suggested that it is crucial to be prepared for being presentable and professional if you’re considering joining a consulting firm.

The class enjoyed Mr. Lin's lecture and learned much from his sharing toward career path and professional HR experience. Participants gave positive feedback and highly recommended this course. They considered this sharing beneficial in HR functions in different companies and talent situations in Taiwan.