Everyone should be able to live, learn, work and participate in the digital world.
The accelerating pace at which technology is developing has impacted businesses and our daily lives. One area that continues to experience rapid change? Jobs. We see new roles being created, while others fade out. The gap between the skills people have today and the ones needed for tomorrow is growing at an unmatched rate, and it will continue to widen if nothing is done.
We believe the need to upskill is a critical issue that deserves considerable attention. That’s why the PwC global network is investing US$3bn that will go towards upskilling over the next four years.
At PwC Malaysia, our people are our greatest assets, and we’ve invested in training to ensure they are prepared for the future of work. But our commitment to upskilling doesn’t stop there. It extends to helping other organisations identify and address the challenges within their workforce, and reaching underprivileged communities who may not have access to upskilling opportunities.
That’s how we hope to bridge the digital divide.
77% of adults
would learn new skills now or completely retrain to improve their future employability
Only 33% of workers
are given many opportunities to develop digital skills outside their normal duties
believe ‘automation presents more opportunities than risks’ .
>34% of adults
without education or training beyond secondary school say they are not learning any new digital skills
Source: Upskilling hopes and fears - PwC's global survey on technology, jobs and skills
Upskilling is not just about digital skills. While there is an increase in demand for skills like data analytics and coding, for example, soft skills such as curiosity, innovation and adaptability are equally important. Building a culture that will support this environment will be foundational to an organisation’s upskilling journey.
To upskill, we believe organisations should place strategic focus on:
Assess the current environment and challenges. Identify the size and nature of an organisation’s skills gaps and mismatches, where to start and what to prioritise.
Define future workforce and understand the impact of automation
Assess current workforce capabilities
Understand the organisational culture
Identify skills gaps, mismatches and role adjacencies
Validate the case for change
Build strategic plans to deal with the skills gaps which have the most impact on delivering business value.
Rapidly review and refresh upskilling strategy
Make inclusion a priority
Improve effectiveness of learning organisation & tech
Test strategic alternatives and scale best-performing programmes
Use culture as the bedrock of an organisation’s upskilling efforts.
Create a cultural shift and the right behaviours
Inspire citizen-led innovation
Nurture physical vitality and mental wellbeing
Create and deploy programmes which harness the organisation's culture and use key behavioural economics principles to deliver the right learning experience and rapid results.
Create buy-in and align rewards and incentives
Free up time for learning
Design for an engaging learning experience
Build digital understanding
Focus on targeted personal transformation journeys
Measure the return on investment from upskilling programmes.
Measure return on learning investment
Track employee engagement
Benchmark the L&D function
Director, People and Organisation, PwC Malaysia
Tel: +60 (3) 2173 1053
Indra Dhanu Dipak
Director, People & Organisation, PwC Malaysia
Tel: +60 (3) 2173 1104