Upskilling employees in digital tech with MYWiT

The programme has received RM100m from the MoF to support the national goal of creating 500,000 new jobs for the people by 2025 

by AUFA MARDHIAH / pic source: trainocate-my.powerappsportals.com

THE MyDigitalWorkforce Work in Tech (MYWiT) has been introduced to incentivise employers to hire unemployed Malaysians via training and salary subsidies. 

Initiated by the Malaysia Digital Economy Corp (MDEC) under Kumpulan Wang Covid-19, the programme is an extension of MDEC’s #MyDigitalWorkforce Movement launched in 2020 to facilitate reskilling and upskilling programmes in the domestic labour market. 

It has received total fund support of RM100 million from the Finance Ministry (MoF) to support the national goal of creating 500,000 new jobs for the people by 2025. 

To accelerate the reskilling and placement of unemployed Malaysians in digital tech and services-related jobs, MDEC organised several programmes including Digital Skills Training Directory, Global Online Workforce (GLOW) and Go-eCommerce. 

According to MDEC CEO Mahadhir Aziz, the programme was enhanced with simplified eligibility criteria and incentive structure to expedite approval timeframe and targets companies that are offering high-demand digital roles. 

Among the benefits from the programme is a salary subsidy, which amounts to 40% of the employee’s monthly salary for six months (minimum salary of RM2,000) and is capped at RM2,600 per individual per month. 

There is also a training subsidy, which enables hiring companies to receive up to RM5,000 for in-house training for each employee or up to RM8,000 for training by third-party providers. Furthermore, companies can also obtain incentives worth up to RM23,600 for each person trained and employed. 

Daythree Business Services Sdn Bhd CEO Raymond Devadass said the incentives allowed his company to reinvest into the business and enabled them to roll out more upskilling and reskilling programmes. 

“The global customer experience (CX) industry is undergoing a major revolution as a result of automation, artificial intelligence and machine learning. 

“As a digital CX support centre, we adopt advanced technologies to deliver and provide quality experience to the consumers as per their preferences, needs, and satisfaction,” he told The Malaysian Reserve. 

He added that their upskilling and reskilling programmes focus on developing digital capabilities such as robotic process automation and managing chatbots. 

“The savings also allowed us to invest into globally recognised certification programmes for the processes we manage. 

“This enables us to stand and compete with global competition, which becomes meaningful, especially during this challenging period of the pandemic.” 

Digitisation is transforming a digital CX support centre’s role, therefore, there is a critical need for skills in digital workflows and robotic process automation. Unfortunately, Raymond said, there is only a small readily available talent pool with such digital capabilities and skills to meet Daythree’s needs. 

To reskill and upskill its employees, Daythree invested considerable amounts of time and resources to bridge the specific talent gap, in hopes to gain competitive edge. 

However, he admitted that sometimes this backfires as the employees they develop now have an easier exit option with new opportunities. 

He added that there are challenges in finding the right talent with the right skills as technology evolves, which forces companies to choose between hiring fresh talent and retraining existing staff. 

With the former, the most talented would often ‘name their price’, and companies face an uphill battle when it comes to attracting new expertise. 

The other option is to ‘train for objectives’, and this is where MYWiT comes in, where organisations try to develop talent from current employees. 

With this approach, professionals are hired for basic competencies and are trained in the specific skills needed to complete a task or project, brought up to speed during a short duration of intensive course. 

Training for specific objectives allows companies to grow talent quickly and makes it harder for individuals to take their newly acquired skills to a competitor, Devadass opined. 

In light of the pandemic, many companies cut down their workforce rather than upskill or reskill their employees. 

“It is hard to admit that in the long-term view, cutting down the workforce is the final course of action in a matter of survival,” he said. 

Nowadays, adaptability is the order of the day where most employers choose to diversify their businesses and re-skill and train all their employees. This has helped some organisations to emerge from the crisis with increased productivity levels and running at almost full capacities. 

“The government and industry stakeholders must come together and join forces to promote highly qualified digital talent by developing relevant upskilling and reskilling programmes. 

“Today, we see organisations like MDEC working very closely with industry stakeholders to deliver the kind of training that is needed by employers to improve the digital talent network. I hope to see similar close collaborations across all other industries,” he concluded.