Description

Is the strategic investment arm of the Malaysian government. It has stakes in over fifty businesses in a wide range of strategically important industries, including telecommunications, transportation, utilities, and infrastructure. The mission of Khazanah is not merely to invest in these businesses but to help enhance shareholder value creation and the performance of the companies in a way that will ultimately benefit the whole nation. P.149 
Created by Khazanah whose objective is to strengthen leadership development in Malaysia. The initiative extends beyond the companies that Khazanah invests in, thanks to the support of other government-linked investment companies, which also have investments in a wide range of companies. As a result, twenty companies are participating in the Orange Book initiative, nine of which are owned by Khazanah. P. 149-150 
The goal was to provide good information about the gap in leadership and the quality of the leadership development programs in Khazanah’s group of companies. P.155 
one main element to the leadership development audit. The distance between supply and demand is the leadership gap. 
Doing and _______ Leadership Development
Encouraging better leadership development included promoting proven approaches, such as external coaching, a mentoring program, and formal coursework. However, Khazanah also had a radical idea to transfer people between companies as a way to accelerate their development. P. 151 
Khazanah facilitated the leader exchange to allow leaders to benefit from “challenging assignments”. Consider how much someone from a senior role in automotive might learn from a stint in an airline or what experience it would be for a leader from a stable utility to be thrust into a management role in the world of high tech. P. 151 
Treating ___________ as a national resource is a work in progress, and participating organizations are building a solid foundation for what they intend to be a very tall structure.
Analytics is often synonymous with numbers, statistics, scorecards, and mathematics. This case shows that this kind of rigor and depth is appropriate and useful in HR. Khazanah has conditioned its companies and stakeholders well to view data and analytics as critical requirements for any change. 
The existing system has achieved the important goals of engagement and acceptance across organizations, and a common framework for tracking progress. With these important foundations in place, there is a basis to enhance optimization as well.
one of Khazanah’s three sets of ground rules. The talent would be high-potential middle managers capable of senior executive roles.
one of Khazanah’s three sets of ground rules. The talent would be high-potential middle managers capable of senior executive roles. 
one of Khazanah’s three sets of ground rules. There would be no poaching; the talent would return to the originating company. The role would have to include a developmental focus and/or mentoring. 
What is a mind-set and approach to making HR decisions
Discovering the strategic categories of employees and potential employees by understanding the most vital differences between them. These strategic categories are based on what the organization needs from employees and potential employees (demand side) or on what the organization can offer to attract or motivate them (supply side)
What is merely the possibility of a deviation from an expected outcome. 
Ensuring that HR programs are aligned so that they do not work at cross-purposes.
A practical framework for the translating of raw data into information and then information into actionable knowledge. 
Comprises the four inter-related perspectives of financial, customer, internal processes and learning & growth. 
Focus on and highlight what the organization needs to know in terms of executing existing strategic objectives. 
Part of six sigma, a set of tools to enable continuous improvement 
Particularly useful for establishing theories and gaining a deeper understanding of specific issues. By
Helps organizations separate planned from unplanned attrition and then look at the reasons behind the unplanned attrition.

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