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Workforce Revitalization Post-COVID-19: A Malaysian Chapter

Efficient Human Resource Management (HRM) plays a pivotal role in the company’s culture, environment, and performance. In particular, effectively managing and recruiting employees is essential to the workforce revitalization post-COVID-19. The pandemic has posed additional challenges to businesses all over the world. Malaysia is not an exception as the country continues to adapt to changes and the new reality. One of the major problems with regard to HRM in the Malaysian context is the shortage of skilled personnel. As reported by Jaya (2021), “at least 44 percent of respondents consider delivering on the agenda for transformational learning and reskilling the workforce as a top skill to add value in today’s environment” (para. 10). Therefore, it is essential to acknowledge the issue and identify strategies for upskilling or reskilling employees to meet the new needs of the post-COVID-19 world. The purpose of this paper is to discuss the problem of the shortage of skilled personnel in Malaysia and describe possible solutions to address the issue.

Problem Statement

The lack of competent personnel in Malaysia is not a problem caused by the coronavirus pandemic. As Kenayathulla et al. (2019) state, “50.5 percent technical graduates of Malaysian Polytechnics are jobless for almost nine months of the year because of lack employability skills” (p. 99). In particular, many individuals lack competence in communication, writing, critical thinking, problem-solving, decision-making, and digital skills (Kenayathulla et al., 2019). At the same time, the current crisis has aggravated the existing issue of skilled personnel shortage in Malaysia. Given the importance of digital expertise in the context of remote working, individuals and businesses can no longer ignore the role of technology in one’s personal and professional life.

Another aspect of the problem that needs to be considered is the employee’s perception of the importance of skills development. As per Kenayathulla et al. (2019), communication and technological competence are critical to one’s employability in the contemporary world. As can be seen in Figure 1, about 88% of Malaysian respondents recognize the need for learning new skills. However, according to PwC (2021), “while technology has proven to deliver opportunities, the risks associated with job disruption, the inability to disconnect, and the widening digital divide remain ever-present” (para. 2). Therefore, it is essential to discuss the importance of the problem in more detail.

Malaysians’ Attitudes towards Technology and Job-Related Issues
Figure 1: Malaysians’ Attitudes towards Technology and Job-Related Issues

Note. This figure illustrates that while digitalization and automation present opportunities for employees, they are associated with risks and additional challenges. From “PwC’s hopes and fears survey 2021: Malaysia report,” by PwC, 2021. Copyright 2021 by PwC.

The Importance of the Problem

The issue of skilled personnel shortage in Malaysia is important to be addressed since competent employees are pivotal to the recovery of organizations after the pandemic. The lack of knowledgeable and qualified staff can significantly reduce the company’s productivity, particularly in the time of crisis. Therefore, the HRM practice is particularly important to the organization’s workforce revitalization post-COVID-19. As reported by Jaya (2021), “87 percent of HR Executives believed HR played a leading role in responding to COVID-19” (para. 3). As demonstrated in Figure 2, reskilling or upskilling the workforce is essential for companies to adapt to the new norm.

The Effects of the COVID-19 Pandemic on Workforce in Malaysia
Figure 2: The Effects of the COVID-19 Pandemic on Workforce in Malaysia

Note. This figure presents data about the current trends and issues in the workforce in Malaysia. From “KPMG: COVID-19 creating new challenges for HR amidst shifting priorities,” by P. Jaya, 2021. Copyright 2021 by P. Jaya.

Recommendations to Address the Problem

There are several strategies a company can implement to address the problem of competent personnel shortage in Malaysia. In particular, employers can train or retrain employees to meet the needs of the industry and a specific company. Digital learning in the form of online courses and platforms can be introduced to improve staff’s technical expertise and soft skills without increasing health-related risks with traditional offline learning (Jaya, 2021). Furthermore, HR departments need to increase the use of data management and analysis tools to handle human capital data effectively. The digitalization of HRM allows for monitoring workforce development and evaluating how reskilling processes impact productivity.

Precaution to an Organization’s Management

Based on the recommendations provided with regard to employees’ reskilling, it is worth noting that an organization’s management should adapt the training program to the needs and abilities of the staff. Furthermore, a failure to make the training engaging, effective, and relevant to the company’s needs can result in unsatisfactory outcomes. Another precaution for the company’s management is to ensure that the staff’s data collected by the HR department is protected. Effective data security measures must be taken to prevent breaches and the associated problems, such as financial losses and ethical violations towards employees.

To conclude, the shortage of skilled personnel is one of the major issues related to workforce revitalization post-COVID-19 in Malaysia. At the same time, qualified staff is required to help companies recover after the crisis. Hence, it is essential to implement strategies aiming to address the lack of skilled personnel and improve the current trends in the country. In doing so, companies can recover after the effects of the COVID-19 pandemic and maintain higher productivity levels.

References

Jaya, P. (2021). KPMG: COVID-19 creating new challenges for HR amidst shifting priorities. Web.

Kenayathulla, H. B., Ahmad, N. A., & Idris, A. R. (2019). Gaps between competence and importance of employability skills: Evidence from Malaysia. Higher Education Evaluation and Development, 13(2), 97-112. Web.

PwC. (2021). PwC’s hopes and fears survey 2021: Malaysia report. Web.

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ApeGrade. (2023, February 9). Workforce Revitalization Post-COVID-19: A Malaysian Chapter. Retrieved from https://apegrade.com/workforce-revitalization-post-covid-19-a-malaysian-chapter/

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ApeGrade. (2023, February 9). Workforce Revitalization Post-COVID-19: A Malaysian Chapter. https://apegrade.com/workforce-revitalization-post-covid-19-a-malaysian-chapter/

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"Workforce Revitalization Post-COVID-19: A Malaysian Chapter." ApeGrade, 9 Feb. 2023, apegrade.com/workforce-revitalization-post-covid-19-a-malaysian-chapter/.

1. ApeGrade. "Workforce Revitalization Post-COVID-19: A Malaysian Chapter." February 9, 2023. https://apegrade.com/workforce-revitalization-post-covid-19-a-malaysian-chapter/.


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ApeGrade. "Workforce Revitalization Post-COVID-19: A Malaysian Chapter." February 9, 2023. https://apegrade.com/workforce-revitalization-post-covid-19-a-malaysian-chapter/.

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ApeGrade. 2023. "Workforce Revitalization Post-COVID-19: A Malaysian Chapter." February 9, 2023. https://apegrade.com/workforce-revitalization-post-covid-19-a-malaysian-chapter/.

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ApeGrade. (2023) 'Workforce Revitalization Post-COVID-19: A Malaysian Chapter'. 9 February.

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