Framework Edit 2-2-17

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Approach
3(i) Identification of Potential Talent Pool through formal
Assessment
The following guidelines outline the steps which the Corporate
Human Capital Division (CHCD) should take to ensure that the
identification process is equitable, inclusive and without any
prejudice or biases:
*SELECTION CRITERIA FOR POTENTIAL TALENT POOL
CATEGORY
Discipline & Conduct
CRITERIA
No record of disciplinary cases or
misconduct
1. CHCD shall invite the incumbents of the critical positions to
nominate potential talents and advise on the selection
criteria. The nominations must be reviewed and shortlisted
by CHCD against the Criteria for Potential Talents.*
2. CHCD filters existing employee database and shortlist
participants against the Criteria for Potential Talents.
3. Prepare Potential Talent Database
(Template is attached to this Framework as Appendix 3)
4. Group the Potential Talent Pool by similar functions. Where
possible, potential talent can be assigned to specific
critical position or pool under skill groups/ job families such
as Marketing, After Sales etc. for talent assessment purposes
5. The list of nominees shall be presented to the Senior
Leadership for review, deliberation and approval.
6. The approved potential talent pool nominees shall undergo
a series of assessments to determine their state of readiness
and competency gaps.
Qualifications
Job Grade
Years of Service/
Experience
Performance Appraisal
Rating
Each participant must fulfill a minimum
education requirement. Either a
degree/equivalent in the relevant field.
In special circumstances, a lower
qualification may be acceptable if
there is a compelling justification such
as experience or attainment of
specialised training.
Job Grade of JG13 and above
(exceptions can be made subject to
management discretion)
Impose a minimum tenure in their
current position
Impose a rating score for annual
appraisal result
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