This document outlines CNI Holdings Berhad's journey to position itself as an employer that can attract and retain top talent. Some key points: 1) CNI developed philosophies around talent management focused on performance over potential and identifying a "talent pool" of top performers. 2) Their strategies included targeting specific types of talent, developing attraction and retention plans, and addressing issues like unclear expectations and functional silos. 3) Lessons learned included separating HR and training functions, measuring potential is difficult, openly announcing the talent pool can be painful, and supervisors must be committed to developing talent.

1. POSITIONING YOUR ORGANISATION TO ATTRACT AND RETAIN TOP TALENT Case Study of CNI’s Journey Kenny Ong CNI Holdings Berhad

3. Background & Philosophy The anchor for all decisions

7. Background: The Four Desperates 1. Desperate Competition 2. Desperate Consumer 3. Desperate Achievers 4. Desperate Changes

9. Philosophy Ultimate Objective of Marketing: “ Get more people, to buy more things, more frequently, at higher prices.” Sergio Zyman “ Retention and Loyalty are useless if No Conversion is happening.”

10. Philosophy “ Retention and Loyalty are useless if No Conversion is happening.” “ Retention and Loyalty are useless if No Performance is happening.”

14. Positioning Retain, Remove, Refuse

17. Attraction & Retention Plans Target. Experience. Bingo

23. Targeting: Identify and Attract Retention Experience Swing Ex Oppose

35. Issues, Mistakes, and Lessons If at first you don’t succeed, don’t try skydiving

41. Start Up & Summary The end of the Beginning

45. Thank You. soft copy of slides: http://totallyunrelatedrandomanddebatable.blogspot.com/