INTERVIEW Despite mounting pressure from Malay rights NGOs for the Economic Transformation Programme to cling to policies benefitting bumiputeras, one agency is adamant that its operations will be based on merit.

NONEJohan Mahmood Merican, the CEO of Talent Corporation Malaysia Bhd - set up by the government to recruit and retain talent - also said the agency “is in no way against the interests of Malays or any other race, for that matter”.

He was asked to respond to right-wing NGO Perkasa’s insistence that economic transformation efforts must give Malays the lion’s share of benefits, even in excess of  the special rights accorded in Article 153 of the federal constitution.

“I have no intention of undermining the constitution... I am for the advancement of Malays. I am a Malay myself and I would like to see Malays advance. But for Malays to advance, they must be stronger,” Johan said in an interview.

Asked to elaborate on what he means by 'merit-based', he said that merit will be the yardstick in implementing the agency's functions to develop, retain and attract talent.

He agreed that in the beginning, there was a need to ensure that Malays had the same access to education and economic opportunities so that they could thrive, as well as access to schools, funding and jobs.

“This was because, in terms of the low base of bumiputera wealth and capabilities, it was necessary to drive things through an allocative policy framework,” said Johan.

Such measures, however, may no longer be appropriate or relevant, he said, pointing out that the government has recognised this and provided for it.
            
“If you refer tazlano various documentations, such as Part 1 of the NEM (New Economic Model)  and the 10th Malaysia Plan, there is an articulation of the advancement of the bumiputera agenda, recognising the passage of both time and development,” he argued.

With success in building up the capabilities of bumiputeras, he contended that there was now a shift in policy to ensure that they were competitive in their own right.

“This is the direction the country has to take. The premise is that bumiputeras must not be left behind (and that) they are able to develop.”

One reason for this lies in the government’s move towards a high-income economy, he said, noting that Malaysia must aim for greater competitiveness in line with the policy.

“When we drive for a competitive economy for something that is quite merit-based, it may seem brutal - but it is intended to make us stronger. If we are not stronger, there is only so long that we can be protected.”

Brain-drain ‘not necessarily bad’
           
In similar vein, Johan was unperturbed by the brain-drain of Malaysian students and talents, and the possible adverse effects on Malaysia’s competitiveness. Instead, he sees an opportunity in this.

“I believe that sometimes labour is mobile, (and) having overseas experience is valuable,” he said.

He related how many of his contemporaries worked locally for a few years after completing their studies, went abroad for a stint and then returned all the better for it.

NONE“Ultimately, our hope is that most of them will come back. We should ensure that they do come back but it may be optimal for them to develop further before coming back.

“I would be a hypocrite to expect all of them to come back immediately because I myself gained from four years of working abroad,” said Johan, a Cambridge University economics graduate.

The bigger issue or concern is if the brain-drain remains a one-way process. This does not mean that Malaysians will be stopped from leaving, as allowing them to develop their expertise overseas has its value.

“It is never our intention to want to suddenly close our gates. Our challenge is to make it a dynamic flow, where it is very much a two-way process,” he added.

He sees Talent Corp’s mission as turning Malaysia into an attractive enough place to prompt Malaysians to return, creating a reverse brain-drain to counter the flow of those who leave.

Johan, 38, was appointed to head Talent Corps in January. He has 16 years of financial and corporate experience, both in the public and private sectors, including as a chartered accountant.

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