For two years of restriction, many businesses and its leaders have encountered unattractive phenomenon as everyone grappled with the effects of the out break. Add to that the ongoing drive and push for digitisation across functions and processes, truly it is a long and winding road for HR leaders and the work force as they continue to rise through change and challenges. 

In light of the ongoing transformation initiatives in the country, “more than 9 out of 10 Malaysian respondents want their employers or the government to provide skills assessment tests” according to a Randstad report. In congruence to a study by Gartner, in terms of spending and investment, it has been found that in this year 2022, 65% of respondents are into executing business transformations – evident in the finding that there is a 17% decrease from last year when it comes to optimizing costs. Going back to the Randstad reference, it also showed that Malaysia is experiencing the impact of the ‘great resignation‘ that many businesses are faced with across the globe. There are employees who look for greener pastures and it is evident with the, quoting Randstad, “51% of respondents [who] value career growth opportunities.” The woes on implementations of back to office policy is also a contributor to this issue as employees make an attempt to compromise with employers who need people in the office. There are also those who no longer find benefits and compensation unattractive and the lack of support from employers in so many areas of job performance that therefore disconnects the employee not only to his colleagues but most importantly to the employer. In connection to this, “workers who feel connected to their employers are 75 times more likely to feel engaged compared to those who feel a disconnect with management” according to a research.