1.1. What is a vision statement?

The vision statement for TalentCorp Malaysia and the Returning Expert Programme is its strategic plan for the future – it defines what and where TalentCorp Malaysia and the Returning Expert Programme Company wants to be in the future. The vision statement for TalentCorp Malaysia and the Returning Expert Programme is a document identifying the goals of TalentCorp Malaysia and the Returning Expert Programme to facilitate its strategic, managerial, as well as general decision making processes.

1.2. Components of the vision statement

1.2.1. Concise

The vision statement of TalentCorp Malaysia and the Returning Expert Programme is brief and to the point. This means that the company has not used long dialects and dialogues to delivers its opinion ad stance to the public and relevant stakeholders. The vision statement should be brief and comprehensive – it should communicate the essence of the business, and its future plans to help the stakeholders understand its business philosophy and business strategy.

1.2.2. Encompassing description

The vision statement of TalentCorp Malaysia and the Returning Expert Programme should be brief but should be holistic in nature. This means that the visions statement should be complete in its description and information of what the company desires, and how it plans to achieve its long term goals strategically. The vision statement should be a comprehensive statement identifying the company’s core strengths, which would enable it to achieve its futuristic goals.

1.3. How to develop a vision statement

The company should identify the following t be able to guide its business decisions towards future success and progress to be able to develop a successful vision statement:

1.3.1. Look at the organizational history

• When did TalentCorp Malaysia and the Returning Expert Programme start the business?
• How many employees did the company have during the beginning?
• The significant milestones that TalentCorp Malaysia and the Returning Expert Programme has achieved since being started, and when were these milestones achieved?
• Include all positive and negative milestones that TalentCorp Malaysia and the Returning Expert Programme has faced, and how it overcame them?
• What does TalentCorp Malaysia and the Returning Expert Programme enjoy the most about its business and why?

These questions will help the management and key decision makers at TalentCorp Malaysia and the Returning Expert Programme to critically assess the history and the various decisions that were made for TalentCorp Malaysia and the Returning Expert Programme and the business. These will be critically reviewed for the positive o the negative consequences they brought, and how that influenced the general business direction or TalentCorp Malaysia and the Returning Expert Programme to have it stand in its present position.

1.3.2. Look at the present

• What is the business landscape for TalentCorp Malaysia and the Returning Expert Programme currently?
• How many employees does the business have currently?
• What is the unique value proposition offered by TalentCorp Malaysia and the Returning Expert Programme
• What are the strengths, weaknesses, opportunities and threats being faced by TalentCorp Malaysia and the Returning Expert Programme in the present?
• What is the financial strength of the company in the present?

These questions will help strategic managers and decision-makers identify the need of the business to progress, as well as identify the resources needed for advancement. In addition, these questions will also help TalentCorp Malaysia and the Returning Expert Programme in deciding the future direction it wants to take on, and how to achieve and realize that direction. Lastly, assessment of present standing for TalentCorp Malaysia and the Returning Expert Programme will help the business identify how it can improve the business with potential changes.

1.3.3. Look at the future of the organization

• What are the long term goals for TalentCorp Malaysia and the Returning Expert Programme?
• What are the short term goals for TalentCorp Malaysia and the Returning Expert Programme?
• How can the company improve its offerings?
• Which processes and ideas can be implemented to help the business gain higher effectivity and efficiency?
• What is the potential for growth for TalentCorp Malaysia and the Returning Expert Programme?
• What are the secondary goals of the business?

These questions will allow managers and decision makers for TalentCorp Malaysia and the Returning Expert Programme to clearly think about where they want the business to be in the future, and how this future and its goals can be achieved and realized.

1.3.4. Identify loopholes

The process of critically assessing the past, present and future of TalentCorp Malaysia and the Returning Expert Programme is important for vision building because:

• It allows identification of gaps and loopholes between the present an the future
• It directs TalentCorp Malaysia and the Returning Expert Programme towards filling those loopholes through correct resource allocation
• It helps idea generation for enhancing business performance
• It allows strategic decision making for fueling business growth

1.4. How to implement a vision statement

1.4.1. Gathering for a meeting and idea generation

• TalentCorp Malaysia and the Returning Expert Programme should gather all employees from different managerial levels in groups
• These groups should work towards generating ideas based on what the organization stands for, and what it offers
• The idea generation should be based on the employee's perception
• The ideas should also involve where the progression of the company should be focused on
• In addition, the employees should also focus their ideas on foreseeing a potential future for TalentCorp Malaysia and the Returning Expert Programme

1.4.2. Grouping similar ideas and developing drafts

• Similar ideas should be grouped
• Senior level employees should develop and compare descriptions for grouped ideas
• The grouped ideas should be categorized according to themes
• The thematic groupings should be prioritized with the organizational offerings and values
• Draft vision statements should be created based on high priority groups of ideas and descriptions

1.4.3. Evaluating the vision statement

• Visions statements should be evaluated on their criteria of matching with the organizational offering and potential
• The vision stamen should also reflect the work environment and business potential of TalentCorp Malaysia and the Returning Expert Programme
• The vision statement should be in line with the values of TalentCorp Malaysia and the Returning Expert Programme

1.4.4. Communication of vision statement

• The visions statement should be communicated to all relevant stakeholders of TalentCorp Malaysia and the Returning Expert Programme
• The visions statement should be incorporated in the annual statement
• The visions statement for TalentCorp Malaysia and the Returning Expert Programme should also be updated, and transparently be drafted within the organization
• The visions statement should be sued to guide the drafting of the mission statement

2. The mission statement of TalentCorp Malaysia and the Returning Expert Programme

2.1. What is a mission statement?

The mission statement for TalentCorp Malaysia and the Returning Expert Programme is a public document that details the values and strategic aims of TalentCorp Malaysia and the Returning Expert Programme. The mission statement of TalentCorp Malaysia and the Returning Expert Programme also identifies the purpose of the organization existence, highlighting the services and the products it offers. Further, the mission statement also identifies the organization’s operational goals for TalentCorp Malaysia and the Returning Expert Programme, the processes the company uses to achieve those, the target customer groups, and the region where the company operates.

2.2. Components of a mission statement

2.2.1. Customer satisfaction

The mission statement of TalentCorp Malaysia and the Returning Expert Programme focuses on addressing issues of customer satisfaction. The mission statement of TalentCorp Malaysia and the Returning Expert Programme has identified its target customer groups, and also identified their needs and demands. The mission statement reflects on how its products and services work towards increasing customer satisfaction for its target customers.

2.2.2. Based on core competencies

The mission statement of TalentCorp Malaysia and the Returning Expert Programme is based on its integral strengths and competencies. This is important for TalentCorp Malaysia and the Returning Expert Programme as the mission statement will highlight the different systems and processes as well as strategic tactics that the company uses to achieve its organizational and strategic goals. The achievement of the goals will depend on how well TalentCorp Malaysia and the Returning Expert Programme makes use of its core competencies.

2.2.3. Realistic and clear

The mission statement for TalentCorp Malaysia and the Returning Expert Programme is also realistic and clear. This means that TalentCorp Malaysia and the Returning Expert Programme has used simple, string, and easily understood words and phrases in the drafting of its mission statement. Clarity is important so that the mission statement is understood by all relevant stakeholders of TalentCorp Malaysia and the Returning Expert Programme Company. TalentCorp Malaysia and the Returning Expert Programme’s mission statement is also realistic, which makes it able to achieve various set goals and targets.

2.2.4. Motivational and inspirational

The mission statement of TalentCorp Malaysia and the Returning Expert Programme is motivational in that it works towards inspiring the employees and the workforce towards giving their optimal best performance towards the goal achievement of TalentCorp Malaysia and the Returning Expert Programme. The mission statement of TalentCorp Malaysia and the Returning Expert Programme is also inspirational in that it develops the need for growth and progress in individuals – for the betterment of not only the company but also for their own selves.

2.2.5. Specific and sharp

The mission statement of TalentCorp Malaysia and the Returning Expert Programme is precise and to the point. It is easy to understand and delivers what the audience must know about TalentCorp Malaysia and the Returning Expert Programme’s offerings and operations. It is important to keep the missions statement short, sharp and precise to be able to successfully communicate the company’s standing to stakeholders, instead of dragging it on into long pages with repetition and non-important aspects.

2.2.6. Reflects the company’s offerings

The mission statement of a company should be based on what the company has to offer in terms of products and services. This means that the mission statement for TalentCorp Malaysia and the Returning Expert Programme highlights its offerings, but ensures that this offering is in line with the values that the company stands for. The mission statement for TalentCorp Malaysia and the Returning Expert Programme, therefore, identifies the ethical grounds through which the company systematically works to deliver its offering.

2.3. How to develop a mission statement

It is important to follow the following steps and answer the following questions to be able to develop successful mission statements:

2.3.1. What does TalentCorp Malaysia and the Returning Expert Programme do?

• Define the purpose of TalentCorp Malaysia and the Returning Expert Programme
• Define its brief history
• Define the need for existence for TalentCorp Malaysia and the Returning Expert Programme

2.3.2. How does TalentCorp Malaysia and the Returning Expert Programme manage to achieve its promised offering?

• Explain the systems and operations employed at TalentCorp Malaysia and the Returning Expert Programme
• Identify relevant ethical policies in place at TalentCorp Malaysia and the Returning Expert Programme
• Highlight the use of transparency at TalentCorp Malaysia and the Returning Expert Programme in all matters
• Define the processes that TalentCorp Malaysia and the Returning Expert Programme uses to deliver its promised offering to target customer groups

2.3.3. For whom does TalentCorp Malaysia and the Returning Expert Programme produce offerings?

• Define target market customers for TalentCorp Malaysia and the Returning Expert Programme
• Target market customers from different regions can also be defined
• TalentCorp Malaysia and the Returning Expert Programme can also explore secondary target market groups, and define them in the mission statement

2.3.4. What value is TalentCorp Malaysia and the Returning Expert Programme adding on?

• Define the value additions being brought forward by TalentCorp Malaysia and the Returning Expert Programme in the customer’s life
• Define the purpose of the offerings being delivered by TalentCorp Malaysia and the Returning Expert Programme
• Highlight the importance of TalentCorp Malaysia and the Returning Expert Programme in the lives of its customers

2.4. How to implement the mission statement

2.4.1. Communication

• TalentCorp Malaysia and the Returning Expert Programme should communicate the mission statement to all stakeholders – employees, customers, shareholders, public, government etc.
• TalentCorp Malaysia and the Returning Expert Programme should also keep the mission statement transparent and accessible at all times

2.4.2. Training

• TalentCorp Malaysia and the Returning Expert Programme should encourage its employee force to undergo training if need be to meet the requirements of the mission statement
• TalentCorp Malaysia and the Returning Expert Programme should regularly hold workshops to refine the values being defined in the mission statement and build them in its employee force

2.4.3. Goal setting

• TalentCorp Malaysia and the Returning Expert Programme should develop SMART goals to meet the strategic targets identified in the mission statement
• TalentCorp Malaysia and the Returning Expert Programme should also develop ethical grounds to remain in line with the mission statement
• TalentCorp Malaysia and the Returning Expert Programme should keep goals flexible, but the means to achieve the goals should be stringent and should reflect the values drafted in the mission statement

3. Goals of TalentCorp Malaysia and the Returning Expert Programme

3.1. What are organizational goals

Organizational goals are those business and strategic objectives that define the purpose of TalentCorp Malaysia and the Returning Expert Programme. Organizational goals are strategic targets that TalentCorp Malaysia and the Returning Expert Programme wants to achieve over a period of time. This time period is generally long term. The goals of TalentCorp Malaysia and the Returning Expert Programme help direct its employee behaviour, as well as help in directing the operations of the business in the short term.

3.2. Components of goal

3.2.1. Achievable

The goals set by TalentCorp Malaysia and the Returning Expert Programme should be achievable. This means that TalentCorp Malaysia and the Returning Expert Programme should have the resources and the finances necessary for being able to realize the organizational goals over the long haul. TalentCorp Malaysia and the Returning Expert Programme should also have the strategic leadership to be able to achieve these organizational goals.

3.2.2. Time-frame defined

All goals set by TalentCorp Malaysia and the Returning Expert Programme- even for the long term – have an attached time frame. This is important to ensure that the organization is effective and efficient in realizing its goals.an attached time frame for the goals set for the long term future also helps in establishing a related time frame for the more short term organizational objectives.

3.2.3. Easy to understand

The goals should be fairly simple and should be easily understood by all employees of TalentCorp Malaysia and the Returning Expert Programme. This is important as only when employees are clear about what the goals are, their importance, and the urgency of achieving them will they be able to relate with them and work towards achieving them.

3.2.4. Easy to communicate

The goals set by TalentCorp Malaysia and the Returning Expert Programme should also be easy to communicate. This means that the jargon used for goal setting and goal communication should be clear and precise. These goals should be communicated with all managerial levels, and all employees to allow them a directive path to help the organization achieve these goals.

3.2.5. Pragmatic

The goals set by TalentCorp Malaysia and the Returning Expert Programme should also be realistic in nature. This means that all strategic goals defined by TalentCorp Malaysia and the Returning Expert Programme should take into consideration not only its internal financial position and resources but also the skill set of its employees and the larger macro environment. This will enable the company to set goals that will sue the core competencies of TalentCorp Malaysia and the Returning Expert Programme to help it achieve the strategic goals easily, and realistically.

3.2.6. Relation with job tasks

All goals should be relatable with the employees of TalentCorp Malaysia and the Returning Expert Programme. This means that all goals should directly or indirectly be tied to the job tasks and job nature of employees. This is to ensure that employees don’t feel redundant and use their skills to help the organization progress.

3.3. How to develop goals

3.3.1. Strategic evaluation

• Assess and review the vision statement
• Based on the vision statement and company values, decide where TalentCorp Malaysia and the Returning Expert Programme should be in the next five years

3.3.2. Brainstorming

• Brainstorm goals that will help TalentCorp Malaysia and the Returning Expert Programme achieve its long term direction
• Group goals according to themes
• Cluster the goals, and briefly describe each group and cluster
• Set long term goals for the company according to different clusters and groups

3.3.3. Prioritization

• Prioritize different clusters and groups
• Set and define long term goals based on prioritization
• Prioritization should be based on how soon the different defined goal groups and clusters will help TalentCorp Malaysia and the Returning Expert Programme progress and achieve its desired position in the next five years or so to develop a successful vision statement

3.4. How to implement goals

3.4.1. Communication

• Communicate the goals to all managerial levels
• Goals should also be communicated to all relevant stakeholders – including distributors, shareholders, third-party contractors etc.
• Goals may also be communicated to customers
• Communication of goals will help TalentCorp Malaysia and the Returning Expert Programme achieve goals by defining roles and milestones needed for achievement

3.4.2. Periodic strategic evaluation

• Evaluate the progress of goal attainment periodically
• This evaluation is done at a strategic level and operational level
• Different goals should be set for different departments of TalentCorp Malaysia and the Returning Expert Programme to help it achieve the broader long term goals
• These departmental goals help in directing operations towards the larger strategic goal attainment

3.4.3. Training

• Employee training to develop skills needed and necessary for goal attainment
• Training can be in-house or out-house for employees
• Training for TalentCorp Malaysia and the Returning Expert Programme should be continual and should be consistent with the goals set

4. Objectives of TalentCorp Malaysia and the Returning Expert Programme

4.1. What are organizational objectives

Organizational objectives for TalentCorp Malaysia and the Returning Expert Programme are the short to medium term targets and goals that the organization sets to achieve the bigger strategic goals set for the long term. The organizational objectives are important in shaping resource allocation within TalentCorp Malaysia and the Returning Expert Programme as well as in determining the policies, schedules and processes that are implemented in TalentCorp Malaysia and the Returning Expert Programme.

4.2. Components of objectives

4.2.1. Specific

All objectives set by TalentCorp Malaysia and the Returning Expert Programme are specific and clear. This helps employees, as well as managers, manage and maintain focus on the targets and the end results that need to be achieved. At the same time, specific objectives help managers determine skill development and training needs within their departments as well.

4.2.2. Measurable

Objectives at TalentCorp Malaysia and the Returning Expert Programme are also measurable. This means that all objectives can be tracked for progress. This is important for TalentCorp Malaysia and the Returning Expert Programme as it helps in meeting deadlines. The element of measurability is added in objectives by adding quantifiable criteria for determining progress and objective achievement.

4.2.3. Attainable

The goal should be attainable that even in stretching the abilities of the employees and challenging them, it should remain possible to achieve. The objectives at TalentCorp Malaysia and the Returning Expert Programme are attainable in that they push the employees out of their comfort zones but remain possible to achieve.

4.2.4. Realistic

Objectives at TalentCorp Malaysia and the Returning Expert Programme are also attainable in that they are realistic. This means that TalentCorp Malaysia and the Returning Expert Programme sets objectives keeping in view the organizational resources and constraints to be able to achieve objectives effectively and within time.

4.2.5. Timely

Objectives at TalentCorp Malaysia and the Returning Expert Programme are also time-bound in that they have a specified start and finish date. The timeliness of the objective helps TalentCorp Malaysia and the Returning Expert Programme maintain a sense of urgency in employees, and keep them motivated towards achieving the objective.

4.3. How to develop objectives

4.3.1. Focus on overall strategy

• Objectives should focus on the broader organizational strategy
• This will facilitate the organization in keeping in view the broader purpose and at the same time work towards achieving quantifiable goals and objectives
• By keeping in view strategic focus, TalentCorp Malaysia and the Returning Expert Programme also maintains proximity with the vision of the organization and works towards enhancing the performance of the organization

4.3.2. Focus on goal

• Objectives at TalentCorp Malaysia and the Returning Expert Programme should be set keeping in view the set organizational goals
• Objectives at TalentCorp Malaysia and the Returning Expert Programme should flow from the organizational goals, and work towards helping the company and its departments and operations achieving the set goals
• This is important as it keeps objectives strategically relevant to the organizational processes and systems

4.3.3. Focus on the time frame and skill sets available

• Objectives at TalentCorp Malaysia and the Returning Expert Programme should focus on the time constraints present in terms of resource present, as well as the urgency of the organization and the industry
• Objectives at TalentCorp Malaysia and the Returning Expert Programme should also focus on the skillset of employee and organizational resources available
• Focus on resources and skills is important to ensure that all objectives are attainable
• Focus and relevance with resources and skills will also help TalentCorp Malaysia and the Returning Expert Programme identify gaps that it needs to fill through training

4.4. How to implement objectives

4.4.1. Communication

• Objectives at TalentCorp Malaysia and the Returning Expert Programme should be discussed with employees mutually
• Purpose of the set objectives should be clearly discussed, and communicated with the employees
• This discussion should entail not only the objective, but also the time period within which it is expected to be completed, and the processes and means to achieve it
• Objectives should also include aspects of personal and individual growth and development of employees to make sure that employees remain motivated throughout

4.4.2. Performance appraisal

• The performance appraisal at TalentCorp Malaysia and the Returning Expert Programme helps managers and supervisors keep track of objective achievement and employee performance
• The performance appraisal also helps keep the objectives time bound through regular reviews and discussions
• The performance appraisal also helps identify skills development aspects that employees need and helps the managers develop suitable and needful strategic training programs for skill development and skill improvement