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ASEAN Talent Management

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  • 23 Pages
  • July 2019
  • Region: Asia Pacific
  • FrontierView
  • ID: 4802038

Navigating South East Asia's Unique Talent Landscape

Multinationals’ success in ASEAN will depend heavily on their ability to develop local talent. Unfortunately, few companies have developed talent strategies adapted to the region’s unique landscape.

In this report, we outline a workforce planning process and a set of four tactics that will help companies to avoid talent bottlenecks and tailor their talent programs to ASEAN’s regional nuances.

What you will learn

  • What imperatives are most important for ASEAN strategy
  • DuckerFrontier’s four-step process for effective workplace planning
  • How to address ASEAN’s talent market nuances

What you will receive

  • Immediate access to the 23-page PDF report
  • Exclusive email updates covering emerging markets business topics

Table of Contents

Executive Summary

Workforce Planning in Southeast Asia

  • Local Talent is Critical for Success in ASEAN
  • Finding and Keeping ASEAN Talent is Tough
  • Growth Plans Often Neglect Talent Issues
  • Workforce Planning is Vital in ASEAN
  • DuckerFrontier’s Workforce Planning Process

Tactics for Effective Talent Management in ASEAN

  • Nuances of ASEAN’s Talent Market
  • ASEAN’s Regional Complexity
  • ASEAN’s Massive Gen-Y Population
  • Tactics for Managing Talent in ASEAN
  • Design Training Bundles
  • Tweak Mobility Pay Packages
  • Adopt the 50-30-20 Rule
  • Adjust Your EVP for the Gen-Y Workforce

Appendix: 12 Staff Competencies for ASEAN

About DuckerFrontier


The author’s strengths include global management topics and country level analysis tailored for a senior executive audience. The research focuses on cross-industry implications of macroeconomic, geopolitical risk, and emerging trends that impact the strategic decisions of business decisionmakers.


Research analysts:

Almost all have advanced degrees in economics, international affairs, or political science, and are multilingual. Researchers have lived and worked in the markets they cover and are based in regional hubs close to market

  • Analysts cover:
  • Economic trends and indicators (near-term volatility, long-term forecasts); political developments (election results, post-election policy, regulations, spending, monetary policy), outlook for market demand and cost of doing business, upside and downside scenarios, MNC investment sentiment, business practices
  • Quality control:

    • Research workflows supported by standard, proprietary process maps, tools and templates for analysis and writing, forecast admin tool, and content management system
    • Research managers pressure-test quality, consistency and usefulness of outlooks, scenarios, and suggested actions
    • Analyst interactions with clients (>1500/year) provide ongoing feedback loops from on-the-ground operators to c-suite
  • Research inputs include:

    • Primary: Multinational and local executives (interviews, surveys, analyst consultations), international and local experts (NGO officials, academics, consultants), international and local government officials
    • Secondary: Local-language news and international media, public/official data sources, government/association reports, Bloomberg
  • Research outputs include:
  • Forecast economic data, country/region outlooks and scenarios, market intelligence reports (monthly/quarterly for key countries as well as occasional Market Spotlights), as-needed analyst commentary alerts