But at the end of the day, there needs to be a change of mindset among all businesses today.” We have carried out many initiatives to help SMEs survive during the pandemic, particularly in giving their employees retraining opportunities.
“There is also the fear among employers that employees may leave the company after going for training. “Firms would generally opt to save profits for rainy days with not much allocation set aside for employee training purposes. About nine in 10 SMEs do not have human resource (HR) managers and lack proper training plans,” he said. “During the Covid-19 pandemic, many SMEs suffered as a result of not having proper training and development. This applies to small and medium enterprises (SMEs) in Malaysia, he said. Datuk Shahul Dawood, chief executive of HRD Corp, Malaysia’s national agency for human capital development, drove home the message in a recent panel discussion on talent management strategies that training programmes should no longer be seen as a “luxury” but a necessity in all organisations. While some companies have heeded that insight, there still needs to be a mindset change with others. PETALING JAYA: The lesson that Malaysian businesses should pick up from the pandemic is the need to upskill and reskill their workforces to navigate an evolving business environment. (Second from left) LinkedIn talent and learning solutions Asia head Koo, Deloitte Malaysia chief executive officer Yee, HRD Corp chief executive Shahul and Edotco group chief people officer Chelva at a panel discussion on talent management strategies. LinkedIn: L&D culture key to attract, retain talent
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