Moving beyond conventional training Agus noted that approaches to human capital development have also evolved. Whereas companies once relied heavily on formal training, the focus is now shifting towards broader learning and development programmes. These can include mentoring, counselling, experiential learning and internal academies. The corporate university concept can also serve as a platform for building a learning culture across the organization. Under this approach, developing employees is no longer solely the responsibility of the human resources department. It becomes a shared responsibility involving leaders and employees throughout the company. The industry must also address the challenge of making plantation careers more appealing to younger generations. Companies need to improve how they communicate the opportunities available in the sector and demonstrate that plantation workplaces can provide supportive and rewarding professional environments. Agus also highlighted the importance of employee welfare, including the involvement of employees' families in efforts to create a more supportive workplace. His presentation underscored that competition for talent in the palm oil industry cannot be won through recruitment alone. Companies must build strong reputations, provide clear career prospects, create opportunities for continuous learning and foster working environments where employees can grow and build long-term careers.