97% of Malaysians are Interested in Learning and Development Opportunities: Randstad

Malaysian workers value training for technical skills (61%), soft skills (60%) and to develop in their current roles (54%)

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More than four in five respondents regarded training and development as an integral part of their career progress, recognising that it is an important step towards higher job satisfaction

In Malaysia, 97% of respondents have shown interest in learning and development opportunities. However, only 36% of respondents said that their employers offered them training.

Randstad, the world’s leading human resources solutions agency released the results of their H2 2022 Workmonitor survey in Malaysia. The bi-annual survey highlights the workforce’s latest sentiments and perceptions of the local job market.

More than four in five respondents regarded training and development as an integral part of their career progress, recognising that it is an important step towards higher job satisfaction.

Fahad Naeem, Country Director at Randstad Malaysia said, “Employees in Malaysia are aware of the importance of having regular upskilling training programmes as part of their career development journey. These programmes are critical in empowering them to work more effectively and think critically so that they can have more job promotion opportunities within the organisation. Despite the enthusiasm, there is still a hesitation to upskill because of the overwhelming workload as well as a lack of mental capacity to attend training courses.”

“It’s critical to note that workforce upskilling is a combined effort of both the employer and employee. Companies that want to have a high-productivity workforce and be better at attracting and retaining talent will need to offer upskilling opportunities to help their employees grow into value-add roles.”

When asked what they would want to receive training for, 61% of respondents said technical skills, 60% want to develop their soft skills and 54% are keen on developing in their current role.

Naeem adds, “In the era of digital transformation, companies need to invest in developing a future-ready and agile workforce to gain a competitive advantage. When employees have the opportunity to learn and apply new frameworks and methodologies into practice at work, they will become more efficient at their jobs and communicate with one another more effectively.”

Malaysian workers are keen on seeking help with regard to career advancement and how to achieve better work-life balance

Besides wanting to become better in their jobs, the survey indicated that 96% of respondents are keen on reaching out to career coaches for helpful advice and guidance.

When asked what they would like to receive coaching for, 65% of respondents are interested in finding a better balance between work and personal life. This is followed by 64% hoping to earn a higher income and 43% of them wanting to advance their careers with their current employers.

Naeem commented, “Career coaching can be very meaningful to employees who are looking for answers to their unique challenges. It provides them with an opportunity to seek guidance on how they should deal with an overwhelming workload or a difficult work situation with a colleague. Coaches can also guide employees to take steps to improve their work-life balance or to attain the next step in their careers. By offering career coaching to your employees, you are creating a more holistic work environment for them to grow and develop in, which would help you attract more talent who are seeking the same type of support for their growth.”

Randstad RiseSmart is a leading specialist in work-life coaching and career transitions. The company’s coaching-centric approach is designed to support individuals throughout all stages of their employment, and to support businesses in onboarding, developing, mobilising, engaging, retaining, and transitioning employees to have the best possible work-life experience in alignment with business needs.

The latest 2022 Randstad Workmointor study was conducted between 21 February 2022 and 13 March 2022 with 750 locally based respondents who are employed and aged between 18 and 67 years old in Malaysia.