The need for continuous learning has never been more pressing around the world and Malaysia is no exception. The country’s workforce is at a crossroads, facing a widening skills gap driven by rapid technological advancements, evolving industry demands, and a new generation of employees with different learning preferences. Yet, while large corporations invest heavily in training programs, small and medium-sized businesses often struggle to keep up due to financial and resource constraints.
The Malaysian government has recognized the urgency of upskilling and reskilling the workforce, launching initiatives such as a five-year plan to equip over 600,000 workers with AI-related skills. Collaborations between government agencies like PERKESO and HRD Corp, alongside private entities like OpenAcademy, aim to train thousands of workers in high-demand fields such as cybersecurity and data science. Despite these efforts, many companies still underutilize available training grants and struggle to implement effective learning and development strategies.
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A recent study found that while 42% of Gen Z employees are eager to learn new skills, less than half feel they are given the opportunity to do so. Traditional training models often fail to engage younger workers, who prefer digital, interactive, and on-demand learning experiences. Companies that fail to adapt risk losing talent and falling behind in an increasingly competitive market.
We speak with Celine Ting, co-founder of OpenAcademy, to understand how Malaysian businesses can bridge the skills gap and future-proof their workforce. She shares insights on why companies often get training wrong, how businesses can maximize government-backed training grants, and the key factors in selecting experts who provide both theoretical knowledge and practical insights. She also offers valuable advice to business leaders struggling to balance immediate hiring needs with long-term workforce planning.
For companies looking to stay ahead, workforce development must go beyond a box-ticking exercise. It requires a strategic approach, where learning is embedded into business operations and aligned with future growth. OpenAcademy is at the forefront of this transformation, helping businesses rethink how they approach training and equipping employees with skills that drive real impact.
How are businesses in Malaysia responding to the growing skills gap? Are they aware of the urgency, or is there still a lag in action?
The growing skills gap is not a new issue by any means when the COVID-19 pandemic hit, there was already concern about how this would affect the employees’ skills and knowledge in the long run plus the new generation of workers, who came out of the university but having to work remotely for almost 3 years. While we see there are larger corporations that take a step further in terms of providing training programmes and modules for current and future employees, there are also smaller to middle-sized companies that don’t have the financial resources as well as the educational resources to do so.
One great thing about Malaysia is that the government doesn’t turn a blind eye to employee training, and upskilling and reskilling workers. For instance, artificial intelligence (AI) in the workplace, the government has outlined a five-year plan to reskill over 600,000 workers to prepare them for their current and potentially new roles to emerge because of AI. In addition to that, collaboration and partnerships between agencies like PERKESO, HRD Corp, and private bodies, like OpenAcademy aim to help approximately 5,000 workers to reskill and upskill, focusing on AI, cybersecurity, and data science.
Studies show that 42% of Gen Z employees are eager to learn new skills, yet only 44% feel they are given the opportunity to do so. What are companies getting wrong when it comes to training younger employees?
One common mistake companies make is assuming that learning and development is just HR or L&D’s job. In many cases, these teams only look for training when a department requests it, often sticking to what they already know. However, L&D should be a core part of the company’s growth strategy, not just a separate HR function. To help employees grow alongside the business, leadership and upper management need to be actively involved in workforce development. When companies make L&D a priority and build it into their business planning, they create a culture of learning, innovation, and adaptability — all of which are key to long-term success.
When it comes to training younger employees, especially Gen Z, companies often struggle because they’re using outdated training methods that don’t match how younger workers prefer to learn. Traditional, one-size-fits-all training can feel boring and ineffective, while Gen Z values interactive, on-demand, and personalised learning. They thrive in digital environments, yet many companies fail to use microlearning, gamification, and mobile-friendly platforms to engage them. To keep up, businesses need to rethink their approach and create learning experiences that are more flexible, engaging, and aligned with how younger employees learn best.
Malaysia’s HRD Corp training grants offer financial support for companies to invest in upskilling. What are the most common barriers preventing businesses from fully utilising these grants?
One of the biggest reasons businesses don’t take full advantage of training grants is simply a lack of awareness and understanding. Many companies aren’t sure what’s available, how to apply, or how to make the most of these grants for employee development. To fix this, businesses need to be more intentional about researching and incorporating grants into their learning and development plans. This means setting aside time for L&D teams to explore funding options, understand the requirements, and create a strategy to use them effectively. With the right approach, companies can tap into these grants to support employee growth.
Another factor is concerns over return on investment (ROI). A lot of these businesses are concerned about whether the training will have tangible benefits for the company. For soft skills, in particular, the results are not immediate, we don’t see changes happen right away. That’s why setting clear training objectives from the get-go is very important — discuss what exactly is needed to achieve this training, how it can be measured, and what kinds of training would align for this subject.
In your experience, how can companies maximise the value of government-backed training initiatives for long-term growth rather than treating them as a one-off exercise?
To get the most out of training programs, companies need a post-training plan to make sure employees apply what they’ve learned. Just running a training session isn’t enough — there has to be a way to reinforce the skills and check if the training was effective.
The best way to do this is to plan ahead, working with trainers from the start to figure out how employees can put their new skills into practice. This could mean post-training exercises, regular feedback, or real-world application opportunities. When companies take this extra step, employees are more likely to retain what they’ve learned and use it in their daily work, leading to better performance and stronger business results.
How do you select the experts who lead OpenAcademy’s courses, and what criteria do you use to ensure they provide both theoretical knowledge and practical insights?
All OpenAcademy trainers are active industry professionals who work with clients across different sectors. We select them based on their industry experiences — they’re hands-on in their fields, they bring real-world insights to the training, keeping it practical, relevant, and up-to-date with industry trends. Instead of just theory, they share proven strategies and best practices that help learners apply their skills effectively in real-world scenarios.
What advice would you give to business leaders who are struggling to find the balance between immediate hiring needs and long-term workforce planning?
Balancing immediate hiring needs with long-term workforce planning can be tricky! Business leaders need to make sure hiring decisions align with overall business goals, knowing which roles need to be filled right away and which ones are more about long-term growth. A flexible talent pipeline can help with this — using freelancers, contractors, or part-time employees for short-term gaps while also building a strong pool of future candidates. Not every role is equally urgent, so it’s important to prioritise critical positions while also thinking ahead. One way to do this is by cross-training employees, so the team has more flexibility and the company isn’t always relying on external hires to fill every gap.