Bridging the Digital Skills Gap: A Concern for Employees in Malaysia
Upskilling and Reskilling Gap: A Concern for Employees in Malaysia
The significance of upskilling and reskilling is not lost on employees in Malaysia; however, a substantial number of them find themselves without ample opportunities and support from their employers.
As per the recent findings from Randstad's Employer Brand Report, the swift progress of technologies like AI and automation has significantly altered the landscape of work, resulting in a talent gap and escalated anxieties regarding job stability.
In response to this evolving scenario, a notable 81% of respondents in Malaysia acknowledged the significance of professional development. Despite this acknowledgement, only 61% of them have been able to capitalize on opportunities like career promotions, mentorship or exchange initiatives, and participation in networking events such as seminars and conferences. While 17 out of 20 respondents acknowledged the importance of upskilling and reskilling, a mere 24% of them receive adequate training opportunities and encouragement from their employers.
Interestingly, the survey underscored that Millennials displayed the highest engagement in upskilling and reskilling, with 61% of them actively investing in enhancing their skill sets. This was followed by over half of Generation X participants (53%), and just under half of Generation Z respondents (49%).
The survey's implications point towards a need for companies to introduce comprehensive training, learning, and development programs. These initiatives would not only foster a culture of continuous learning but also aid employees in enhancing their technical and soft skills. Importantly, such actions can elevate the position of these companies as attractive employers, particularly within Malaysia's diverse talent pool.
Randstad suggests that these initiatives have a twofold impact. Firstly, they contribute to employees' sense of value within their respective organizations, subsequently reducing the likelihood of them seeking opportunities elsewhere. Secondly, by actively investing in their workforce's development, companies can position themselves as leaders in employee growth and satisfaction.
In conclusion, the prevailing gap in upskilling and reskilling opportunities among employees in Malaysia is a concern that should not be overlooked. By taking proactive steps to provide learning and development pathways, employers can address these concerns and ensure their workforce remains well-equipped for the dynamic demands of the modern work landscape.