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TEKS UCAPAN  “INTERNATIONAL CONFERENCE ON HUMAN CAPITAL DEVELOPMENT 2009”
ANJURAN UNIVERSITI MALAYSIA PAHANG

PADA 25 MEI 2009
DI SWISS GARDEN RESORT & SPA,
KUANTAN PAHANG DARUL MAKMUR

Assalamualaikum and Good Morning.

Yang Hormat Dato Mohd Hilmey Mohd Taib Pengerusi Lembaga Pengarah Universiti Malaysia Pahang
Yang Hormat Professor Dato Dr. Daing Nasir Ibrahim, Naib Canselor Universiti Malaysia Pahang
Yang Berbahagia Professor Dr. Sabaruddin bin Mohd, Timbalan Naib Canselor Akademik & Antarabangsa, selaku Pengerusi Jawatankuasa Induk Persidangan ICONHCD2009
Yang Berbahagia Associate Professor Dr. Normah binti Othman
Professors, Deans and Directors
Dato-Dato, Datin-Datin
Distinguished guests
Paper presenters
Participants

Ladies and gentlemen.

Let me first of all extend a warmest welcome to all participants of this first international conference on human capital development, ICONHCD2009, especially guests from overseas. I also take this opportunity to congratulate Universiti Malaysia Pahang for the effort and success organising this first ever international conference on human capital development, in Malaysia.  I was informed that there are more one hundred participants participate in this conference, coming from various countries. Welcome to Malaysia and I hope you will enjoy your stay in this country. Please find time while you are here to visit interesting places.

I also would like to thank Universiti Malaysia Pahang, especially the Vice Chancellor, YH Professor Dato Dr. Daing Nasir Ibrahim and the ICONHCD2009 organising committee for inviting me to officiate this auspicious event and at the same time to deliver the prime key-note speech. I feel honoured to be given the priviledge to deliver the prime key-note speech in this international conference, and I am so happy to be here this morning.

Ladies and Gentlemen

We have seen and experienced at the end of the last millennium, the rapid development and enhancement of science and technology, results in dramatically transformation of socio-economic throughout the world. Throughout the 1990s, we have undergone constant and rapid changes in information and communication technology, the world became borderless. People in Malaysia can do their work with partner in the United States of America as if they are sitting side-by-side in an office. The infrastructure developments are no longer conventional. Application of Computer Numerical Control or CNC in construction for instance, became normal in many construction sites. The main frame computer which used to occupy a large room is now only a palm size, can be taken with you to anywhere. With the development of broadband, we can actually get access to international information from almost everywhere you are.
In manufacturing sectors, there is constant change from labour intensive to automated, electromechanical and robotic dependency.

In the agriculture sector, especially here in Malaysia, the government is focusing on the modernization and industrialization of agriculture, plantation and fisheries alongside the present industrialization of the country towards achieving the developed nation status by the year 2020. The Honourable Tun Abdullah Badawi, the former Prime Minister of Malaysia, envisions that the agriculture, plantation and fisheries as the important elements that may generate income for the country, and as the catalyst to strengthen the SMIs development. We can foresee that the industrialization of the country will not only be based on the manufacturing industries as it is now, but also on agriculture.
In this regard, to effectively realize this vision, the need for a world class network of infrastructures is inevitable. This in turn, requires competent, highly skilled professionals and semi-professionals in the areas of infrastructures development, services and maintenance.

To adapt and keep abreast with the technological changes and advancement, socio-economic practices are moving away from traditional to modern practices.  In the manufacturing and construction industries for instance, the use of modern techniques, new and advanced equipment, the use of information technology are some of the modern practices which enable the optimization of materials use, manpower and labour, and of course minimisation of costs.  Moreover, the discovery of new advanced materials for construction will bring new scenarios in infrastructure engineering practices.  The increasing environmental awareness among the people has set a new standard of industries.  Beside these hard physical changes there are also changes in the soft aspects such as clients and stakeholders expectation is becoming more sophisticated, the globalization aspect which creates a new level of competitiveness, and the shift from asset based economy to knowledge based economy.

In this new millennium, it is envisaged that traditional practices may turn obsolete and modern practices becoming increasingly prevalent.  These developments have led to a rapid pace of innovation and enhanced international interdependence and inter-linkages.

This complex, competitive and highly challenging environment requires new skills and ability. Therefore, requires a corresponding change in the knowledge, skills, competencies and capabilities that are now required by knowledge-intensive and skills based industry. The industry requires employees who are educated, skilled and healthy, who are able to use capital and technology more efficiently.

In this environment, organisations or companies that invest in strategic human resources management may achieve better performance. Successful organisations or companies will be increasingly dependent on skilled knowledgeable employees, and the challenges ahead are to attract and retain best skills and talents.

Ladies and Gentlemen,

The Ministry of Human Resources, as the lead agency in the development and management of world class workforce is committed to work closely with the business communities. The Ministry is committed to promote harmonious employer and employee relations, with a view to minimising labour disputes, employee claims and work stoppages. To this end, we are stepping up our efforts in promoting effective communication between employers and employees, as well as direct and voluntary consultation at the enterprise and industry levels on employment issues. Over the last decade, we have seen rare occurrences of industrial strikes in our country. It is evident that harmonious employer and employee relations proven to be a factor of continuing inflow of foreign direct investment.

The Ministry seeks to facilitate good employer-employee relations and provides a framework for resolving disputes. This includes various undertaking such as encouraging public understanding of labour laws and promoting good labour management practices; providing conciliation services to assist employers and employees to resolve disputes; and ensuring the safety, health and welfare of people at work as well as protecting other people from the safety and health hazards.

This turbulent time will be an era of rapid changes. We have to anticipate change whether it is minor change at the business level or structural change in the economy, the country as a whole must be ready to adapt with the changes. To cope with continuing changes in our economic, political, social and technological environments, the human capitals in an enterprise must itself stand ready to change. How to ensure that changes are implemented smoothly without impacting on morale and productivity as well as the company's goals is an important agenda for human resource practitioners and managers.

Good employer and employee relations are essential to social stability, the broader prosperity of the community and the success of Malaysia economy. In fact, Malaysia's economic success has been firmly underpinned by its harmonious industrial relations. The primary responsibility for good relations rests with employers and employees themselves. They need to work together in effective partnership to secure the continued success of their enterprises.

Ladies and Gentlemen

The Ministry has also initiated three types of training programmes for employers and workers’ benefits. Firstly, Train and Place program. It is intended to facilitate retrenched workers, unemployed youth and graduates to find employment. Train and Replace is another training program where the Government provides training for local workers to prepare them to replace foreign workers in strategic occupation favoured by locals. The third training programme is Train and Retain. It is a measure to assist company in difficulties not to retrench their workers.  

The programmes undertaken are in line with the Ministry’s mission to develop a workforce that is productive, informative, disciplined, caring and responsive to the changing labour environment. The programmes are and will be implemented collaboratively by various departments such as the Labour Department, Manpower Department, Department of Skills Development and others under the Ministry purview.

Ladies and Gentlemen,

To conclude, I again, would like to thank Universiti Malaysia Pahang for inviting me to officiate this first international conference on human capital development. I wish all the participants have a fruitful discussion, exchange of knowledge and experience, and benefits from this conference. With that note, with lafaz bismillahirrahhmanirrahim, I hereby declare this First International Conference on Human Capital ICONHD2009 officially opened, thank you.