Ultimate Guide to Work Trends 2021 - Malaysia Edition - JobStreet.com
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Malaysia Edition Ultimate Guide to Work Trends 2021 REPORT 3 | WHAT
CONTENT
Introduction 02
What’s New? 03
Report Overview 04
Global Demographics 05
Malaysia Results 08
Demographics 09
Job Market in Malaysia 11
Impact of COVID-19 12
Threat of Automation 13
Retraining for New Job Roles 15
Learning for Improvement 18
Global Results 21
Resilience of Skilled Jobs 22
Impact of Automation 24
Learning Online and On-the-Job 29
Conclusions & Recommendations 33
Thank You 36
1DECODING
GLOBAL
TALENT
The Post-COVID Job Market
We’re proud to share with you the world’s largest body of
research on work trends, delivering global scale data with
local depth. The results we are sharing with you are valid for a
minimum of 2 years.
We present this to you as part of our ongoing commitment as your No.1 Trusted Talent Partner in
Asia. These results have deep actionable insights for your market that will enable you to better
connect jobseekers to #JobsThatMatter. Following COVID-19, in this ‘New Normal’, jobs truly do
matter more than ever.
How these findings help you: Presented by:
Provide the ability to be more focused in the
jobseekers you approach.
Understand how relevant your industry is
following the impact of COVID-19. In partnership with:
Learn more about the willingness of workers to
retrain for new job roles.
Discover why a comprehensive reskilling
infrastructure can contribute towards your
credentials as an employer.
Source: 2020 BCG/The Network proprietary web survey and analysis 2WHAT’S NEW?
Taking into consideration our ever-evolving employment landscape, and delivering on
the commitment to provide the richest insights, additional areas have been explored
across the 3 reports.
COVID-19 Job Role Mobility
Assessment of direct impact on current Laying the groundwork for retraining
working mode, employment, efficiency, Assessment of job switchability
engagement and career outlook. following the increasing awareness
among companies and policy-makers to
upskill and reskill the current workforce.
Threat of Automation
Evaluation of how workers perceive the
threat of automation, challenges, status Willingness to Retrain
quo and room for improvement. Evaluation of workers’ willingness to
retrain, challenges faced, status quo
and room for improvement.
Source: 2020 BCG/The Network proprietary web survey and analysis 3WHAT?
LABOUR MARKET SHIFTS
Key shifts have emerged in how people regard their work and willingness to retrain
for new roles, driven by trends and crisis in 2020.
This report covers the following:
1 COVID-19’s impact on workers, jobs, and industries.
2 Automation’s impact on workers, jobs, and industries.
3 Willingness to retrain for new careers.
4 Learning habits and preferred ways to learn.
Key findings globally:
Heavy negative impact of COVID on employment in certain segments/jobs.
Strong perceived threat of having one's job automated in certain job roles.
To counter these shocks, workers are highly willing to retrain and upskill.
Some job roles (e.g. digital) are especially attractive to re-skill into.
Source: 2020 BCG/The Network proprietary web survey and analysis 4THE DEMOGRAPHICS
LOCATION 7
A great amount of time and care has
gone into ensuring the scale of this report
delivers deep and actionable insights.
Americas Middle East & Africa Europe Asia-Pacific
10, 000 or more
respondents Turkey Russia Indonesia Philippines
5,000 - 9,999 Denmark Spain Singapore
US France Switzerland Malaysia
respondents
Germany
Angola Hungary Serbia China (incl. Hong Kong)
Algeria Kazakhstan Slovenia Thailand
1,000 - 4,999 Egypt Netherlands UK
Mexico Ivory Coast Poland
respondents
Saudi Arabia Portugal
South Africa Romania
Cameroon Senegal Albania Ireland
Democratic United Arab Austria Luxembourg
500 - 999 Chile Republic of Emirates
respondents Belarus
Congo Zambia Bulgaria
Jordan Finland
Benin Nigeria Azerbaijan Kosovo Australia
Gabon Oman Belgium Kyrgyzstan India
Iraq Qatar Bosnia Latvia Nepal
50 - 499 Argentina Iran Sudan Herzegovina Lithuania Pakistan
respondents Brazil Kenya Syria Cyprus Sweden
Canada Kuwait Togo Estonia Ukraine
Lebanon Tunisia Greece Uzbekistan
Libya Yemen Italy
Morocco
Less than 50 Other
respondents Americas Other Middle East & Africa Other Europe Other Asia & Pacific
Source: 2020 BCG/The Network proprietary web survey and analysis 5THE DEMOGRAPHICS
AGE,
GENDER & 51% 47% 2%
EDUCATION
Prefer not
to say
49% 22% 13% 13%
Secondary High School
Qualification
Bachelor Master/Diploma
2% 1%
Doctorate/ No Formal
PhD/MD Education
10 20 30 40 50 60 70 80
Note: Percentage may not total 100 because of rounding
Source: 2020 BCG/The Network proprietary web survey and analysis 6THE DEMOGRAPHICS
INDUSTRY 14% 8%
& EXPERTISE Consumer Industrial Goods
Most of them work in the consumer industry (14%),
followed by industrial goods (8%) and professional
services (7%). 7% 6%
Note: Percentage may not total 100 because of rounding
Professional Retail
Services
6% 6% 6% 5% 4%
Health Care Technology Financial Public Sector Travel & Tourism
Institutions
3% 3% 3% 2% 1%
Energy Telecom Media Non-profit Insurance
Position
1% 25% Owner or Senior Management
Middle Management
5%
18%
Lower Management 25%
Legal Other No Management Responsibilities 52%
Source: 2020 BCG/The Network proprietary web survey and analysis 7DECODING GLOBAL TALENT MALAYSIA The value of this report is that it deep dives into your market to deliver excellent local insights. Respondents: 5,649 Key findings: Like Hong Kong, 23% of workers in Malaysia are laid off or working less because of COVID-19. It also shares 2 similar results with Hong Kong, which are learning methods and workers’ perception of the automation threat. Source: 2020 BCG/The Network proprietary web survey and analysis 8
THE DEMOGRAPHICS
AGE,
GENDER & 49% 48% 3%
EDUCATION
Prefer
not to say
& other
50% 30% 9% 8%
Secondary High School
Qualification
Bachelor Master/Diploma
1% 2%
No Formal Doctorate/
Education PhD/MD
20 30 40 50 60 70
Note: Percentages may not total 100% due to rounding.
Source: 2020 BCG/The Network proprietary web survey and analysis 9THE DEMOGRAPHICS
Non-profit
INDUSTRY Legal
& LIVING
Media
Travel & Tourism
SITUATION Insurance
Energy
Telecommunications
Public Sector
98% 2% Retail
Health Care
Financial Institutions
Native Expat.
Industrial Goods
Technology
Professional Services
Consumer Products
& Services
Other
Note: Percentage may not total 100 because of rounding
Source: 2020 BCG/The Network proprietary web survey and analysis 10IMPACT OF COVID-19
ON MALAYSIA’S
JOB MARKET
Employment status across various education levels and age groups.
23% of respondents in Malaysia were laid off or working less because of COVID-19,
this number is shared with Hong Kong.
23% Laid-off or decreased working time
62% No change or filled a different role
15% Increased working time
By level of education By age group
% of respondents reporting negative impact through COVID-19 % of respondents reporting negative impact through COVID-19
No formal 48% 61 27%
Laid-off Decreased working time
Note: Respondent were asked to state what impact the COVID-19 pandemic had on their employment status
Source: 2020 BCG/The Network proprietary web survey and analysis 11IMPACT OF COVID-19 ON MALAYSIA’S JOB MARKET How job roles and industries are affected by the pandemic. At 38%, arts and creative workers are the most negatively impacted group in Malaysia. However this number is the lowest compared to other most impacted job roles in Singapore, Indonesia, Thailand , Philippines, and Hong Kong. Job role Industry % of respondents reporting negative impact through COVID-19 % of respondents reporting negative impact through COVID-19 Arts & Creative Work 38% Travel & Tourism 57% Service Sector 35% Retail 31% Administration & Secretarial 30% Legal 24% Sales 30% Media 26% Consulting 29% Energy 25% Social Care 29% Public Sector 25% Marketing & Communication 27% Professional Services 25% Manual Work & Manufacturing 25% Cons. Prod. & Services 25% Customer Service 23% Non-profit 21% Human Resources 23% Industrial Goods 19% Engineering & Technical Jobs 22% Telecommunications 19% Law 20% Insurance 17% Management 20% Financial Institutions 16% Health & Medicine 20% Technology 15% Purchasing & Logistics 20% Health Care 15% IT & Technology 19% Media & Information 5% Finance & Auditing 16% Science & Research 11% Digitalisation & Automation 10% Laid-off Decreased working time Note: Respondent were asked to state what impact the COVID-19 pandemic had on their employment status Source: 2020 BCG/The Network proprietary web survey and analysis 12
THREAT OF
AUTOMATION TO JOBS
Risk perception of automation across education levels and age groups.
Respondents with secondary education perceive the threat of automation equally as
those with bachelor qualification at 56%. The same situation happens in Hong Kong
at 47%.
55.6% Risk of job automation increased
44.4% No increase of job automation
By level of education By age group
% of respondents who perceive automation as risk % of respondents who perceive automation as risk
No formal 60% 61 40%
Note: Percentage of respondents who answered that the risk of having their job automated increased over the last year
Source: 2020 BCG/The Network proprietary web survey and analysis 13THREAT OF AUTOMATION TO JOBS How job roles and industries are affected by automation. Interestingly, 73% of workers in digitalisation and automation perceive automation as a threat, highest among all job roles. It’s the same situation for Thailand (80%) and Indonesia (60%). Job role Industry % of respondents who perceive automation as risk % of respondents who perceive automation as risk Digitalisation & Automation 73% Financial Institutions 71% Media & Information 71% Insurance 61% Finance & Auditing 66% Energy 57% Customer Service 61% Cons. Prod. & Services 56% Human Resources 58% Industrial Goods 56% Service Sector 58% Retail 55% Administration & Secretarial 57% Technology 54% IT & Technology 57% Professional Services 53% Purchasing & Logistics 56% Health Care 53% Marketing & Communication 56% Public Sector 52% Law 54% Telecommunications 52% Manual Work & Manufacturing 53% Legal 52% Health & Medicine 53% Media 51% Engineering & Technical Jobs 52% Travel & Tourism 50% Sales 52% Non-profit 47% Consulting 50% Arts & Creative Work 49% Management 48% Social Care 43% Science & Research 40% Note: Percentage of respondents who answered that the risk of having their job automated increased over the last year Source: 2020 BCG/The Network proprietary web survey and analysis 14
RETRAINING FOR A
DIFFERENT JOB ROLE
Willingness to retrain across education levels and age groups.
4% of respondents in Malaysia are not willing to retrain for a different job role, the
highest among Singapore, Indonesia, Thailand, Philippines, and Hong Kong.
61% Willing to retrain in any case
35% Willing to retrain if necessary
4% Not willing to retrain
By level of education By age group
% of respondents willing to retrain in any case % of respondents willing to retrain in any case
No formal 51% 61 49%
Note: Respondents who would 'retrain if necessary' reported they were only willing to retrain if their job was at risk otherwise
Source: 2020 BCG/The Network proprietary web survey and analysis 15RETRAINING FOR A DIFFERENT JOB ROLE Willingness to retrain across job roles and industries. 67% of workers in travel and tourism, the worst impacted industry in Malaysia are willing to retrain for a different job role, the same as workers in the consumer product & services industry. Job role Industry % of respondents willing to retrain in any case % of respondents willing to retrain in any case Social Care 71% Cons. Prod. & Services 67% Service Sector 71% Travel & Tourism 67% Science & Research 67% Insurance 65% Marketing & Communication 66% Industrial Goods 63% Purchasing & Logistics 65% Energy 63% Digitalisation & Automation 65% Public Sector 63% Management 65% Financial Institutions 62% Customer Service 65% Media 60% Sales 65% Health Care 60% Media & Information 62% Retail 60% Engineering & Technical Jobs 62% Professional Services 59% Health & Medicine 61% Telecommunications 58% Administration & Secretarial 61% Technology 58% Finance & Auditing 58% Non-profit 47% Manual Work & Manufacturing 58% Legal 44% IT & Technology 57% Consulting 56% Arts & Creative Work 56% Human Resources 53% Law 51% Note: Respondents willing to retrain for a completely different job function to stay competitive Source: 2020 BCG/The Network proprietary web survey and analysis 16
JOB ROLES WORKERS
IN MALAYSIA WOULD
RETRAIN FOR
The industry that most respondents in Malaysia would want to retrain for is
digitalisation and automation. The top 3 industries the workers in this industry would
switch to are IT and technology (37%), finance and auditing (29%), and consulting (25%).
Arts & Creative Work
Media & Information
Science & Research
Finance & Auditing
Human Resources
Health & Medicine
Customer Service
& Communication
& Technical Jobs
& Manufacturing
IT & Technology
Administration
Service Sector
& Automation
Digitalisation
Manual Work
& Secretarial
Risk associated with
Engineering
Purchasing
Social Care
& Logistics
Consulting
job role descending
Marketing
Sales
Law
Arts & Creative Work 6% 7% 6% 25% 7% 7% 4% 41% 7% 3% 1% 3% 15% 24% 1% 3% 7% 7%
Administration 7% 16% 5% 4% 4% 2% 17% 10% 8% 14% 27% 4% 13% 14% 3% 3% 3% 5%
& Secretarial
Customer Service 7% 23% 8% 7% 12% 2% 11% 21% 10% 15% 16% 8% 16% 16% 3% 1% 6% 7%
Service Sector 9% 17% 22% 7% 8% 5% 14% 18% 10% 6% 10% 13% 21% 22% 2% 3% 5% 6%
Media & Information 24% 5% 5% 14% 5% 4% 29% 14% 14% 10% 29% 14% 5% 14% 5% 24%
Sales 8% 14% 15% 9% 7% 3% 9% 30% 14% 11% 6% 10% 18% 19% 2% 5% 9% 5%
Manual Work 1% 5% 1% 3%
& Manufacturing 3% 18% 8% 8% 4% 5% 1% 10% 7% 21% 3% 42% 18% 16%
Finance & Auditing 6% 24% 6% 3% 4% 4% 2% 10% 18% 9% 16% 3% 27% 20% 3% 2% 5% 3%
Current Job Role
Marketing 14% 11% 12% 4% 25% 13% 4% 4% 18% 9% 7% 4% 37% 12% 1% 4% 8% 5%
& Communication
Consulting 12% 9% 10% 3% 5% 8% 4% 10% 6% 5% 7% 18% 29% 21% 5% 5% 9% 7%
Purchasing & Logistics 4% 21% 17% 7% 2% 6% 4% 13% 17% 10% 10% 10% 21% 18% 4% 4% 9% 2%
Human Resources 3% 24% 9% 3% 6% 8% 1% 11% 11% 23% 10% 3% 26% 14% 7% 3% 5% 6%
Engineering
& Technical Jobs 6% 6% 6% 6% 3% 7% 12% 5% 8% 16% 7% 3% 28% 26% 2% 13% 6% 2%
Digitalisation 10% 12% 13% 6% 13% 6% 1% 29% 10% 25% 2% 6% 6% 37% 2% 8% 6% 7%
& Automation
IT & Technology 6% 7% 8% 3% 11% 7% 2% 9% 8% 21% 6% 6% 22% 41% 2% 9% 4% 2%
Law 5% 15% 2% 7% 8% 2% 12% 7% 27% 7% 14% 8% 17% 12% 0.99 5% 8% 7%
Science & Research 8% 11% 5% 5% 8% 13% 3% 6% 14% 21% 8% 5% 14% 33% 17% 2% 22% 6%
Health & Medicine 5% 13% 10% 1% 7% 7% 2% 7% 10% 14% 7% 7% 4% 11% 13% 2% 29% 15%
Social Care 43% 14% 14% 9% 7% 7% 2% 21% 7% 2% 14% 7% 29% 29% 4% 21% 7%
% of respondents willing to retrain < 5% 5-10% 10-15% 15-20% > 20%
Note: Colour code defined based on % of respondents in a job role that would consider retraining for another one
Source: 2020 BCG/The Network proprietary web survey and analysis 17LEARNING FOR
IMPROVEMENT
Time spent learning across education levels and age groups.
48% of respondents with no formal education in Malaysia spent significant time
learning, the lowest compared to their counterparts in Singapore, Indonesia,
Thailand, Philippines, and Hong Kong.
56% Significant time spent on learning
39% Some time spent on learning
5% No time spent on learning
By level of education By age group
% of respondents who spent significant time learning % of respondents who spent significant time learning
No formal 48% 61 63%
Note: Respondents who spent a significant time learning reported spending a few weeks or months on learning per year
Source: 2020 BCG/The Network proprietary web survey and analysis 18LEARNING FOR IMPROVEMENT Time spent learning across job roles and industries. 63% of workers in arts and creative, the job role worst hit by COVID-19 in Malaysia, spent significant time learning. It ranks behind digitalisation and automation (71%), social care (71%), and media and information (76%). Job role Industry % of respondents who spent significant time learning % of respondents who spent significant time learning Media & Information 76% Media 70% Social Care 71% Public Sector 62% Digitalisation & Automation 71% Travel & Tourism 62% Science & Research 63% Professional Services 61% Arts & Creative Work 63% Telecommunications 59% IT & Technology 63% Technology 58% Health & Medicine 60% Energy 58% Consulting 60% Retail 55% Sales 59% Health Care 55% Engineering & Technical Jobs 58% Cons. Prod. & Services 52% Service Sector 57% Industrial Goods 52% Management 55% Financial Institutions 51% Customer Service 55% Insurance 50% Law 54% Legal 48% Marketing & Communication 53% Non-profit 44% Manual Work & Manufacturing 52% Purchasing & Logistics 48% Finance & Auditing 46% Administration & Secretarial 44% Human Resources 38% Note: Respondents who spent a significant time learning reported spending a few weeks or months on learning per year Source: 2020 BCG/The Network proprietary web survey and analysis 19
LEARNING FOR
SELF-IMPROVEMENT
Resources used by workers to train and develop new skills.
The top 3 resources used by respondents in Malaysia to train and develop new skills
are on-the-job training (83%), self-study (53%), and online education institutions (47%).
The rankings are identical to the global results like Hong Kong.
Malaysia 2018 Malaysia 2020 Global 2020
#1 On-the job-training 84% On-the job-training 83% On-the job-training 65%
#2 Self-study 56% Self-study 53% Self-study 62%
Online educational Online educational
#3 Conferences & seminars 44% institutions 47% institutions 48%
#4 Traditional educational 38% Conferences & seminars 46% Conferences & seminars 41%
institutions
Online educational Traditional educational Traditional educational
#5 institutions 28% institutions 32% institutions 37%
#6 Mobile apps 15% Mobile apps 30% Mobile apps 36%
#7 Government programmes 9% Government programmes 18% Government programmes 16%
Source: 2020 BCG/The Network proprietary web survey and analysis 20GLOBAL POST-COVID JOB MARKET Retraining the Global Workforce This section will look at the willingness of the global workforce to retrain for a new career according to jobs, age groups, and countries. The pandemic was not the only major influencing trend. Automation and workers protection affect workers’ willingness to reskill as well. Source: 2020 BCG/The Network proprietary web survey and analysis 21
THE RESILIENCE
OF SKILLED JOBS
36% Laid-off or decreased working time
50% No change or filled a different role
14% Increased working time
By level of education By age group
% of respondents laid-off or decreased working time % of respondents laid-off or decreased working time
No formal 47% 61 37%
Laid-off Decreased working time
The pandemic has affected most industries and workers globally, with a few sectors and workers of
certain education levels being hit even harder.
Unsurprisingly, travel and tourism has been the hardest-hit industry with 68% of its workers laid
off or seen their hours cut. Media, professional services, and retail are next at 40%.
50% of respondents under 20 without a high school degree have their livelihoods negatively
impacted, many of them can be terminated easily without the protection of long-term contracts.
Source: 2020 BCG/The Network proprietary web survey and analysis 22THE RESILIENCE
OF SKILLED JOBS
Job role Industry
Arts & Creative Work 49% Travel & Tourism 68%
Service Sector 39% Media 44%
Sales 37% Professional Services 41%
Media & Information 36% Cons. Prod. & Services 40%
Customer Service 34% Retail 40%
Marketing & Communication 34% Legal 37%
Consulting 33% Industrial Goods 33%
Manual Work & Manufacturing 33% Non-profit 31%
Administration & Secretarial 30% Telecommunications 30%
Purchasing & Logistics 28% Technology 29%
Management 27% Financial Institutions 27%
Engineering & Technical Jobs 27% Energy 27%
Law 25% Insurance 26%
Social Care 25% Public Sector 24%
Finance & Auditing 24% Health Care 24%
Human Resources 23%
IT & Technology 21%
Science & Research 20%
Health & Medicine 19%
Digitalisation & Automation 17% Laid-off Decreased working time
However certain industries are less impacted, with some even reporting an increase in demand and
longer working hours.
Workers in the digitalisation and automation industry, like data scientists and user experience
designers are working longer hours and find themselves in demand.
Sectors with well-educated or highly trained workers are less impacted, IT and technology
workers haven’t suffered a significant income loss. Health and medical roles are working longer
hours as well.
Source: 2020 BCG/The Network proprietary web survey and analysis 23AUTOMATION IMPACTS
JOBS AT ALL LEVELS
41% Risk of automation increased in last year
59% Automation risk didn’t change or decreased in past year
By level of education By age group
% of respondents % of respondents
No formal 45% 61 28%
Before COVID-19 posed a threat, job security was already in people’s heads because of automation.
Almost every kind of worker, in every field has some level of concern, regardless of THEIR education level.
46% of workers in their 20s, and 41% in their 30s are worried about tech putting them out of work. The
inverse relationship is logical because younger people believe that change will happen well within their
professional lives.
Concerns about automation are particularly high among workers with repetitive jobs. People in the media
and information industry and the manual and manufacturing industry have significant concerns as well.
Even IT and technology workers sense the threat because of the rapid pace of change in their sector.
Source: 2020 BCG/The Network proprietary web survey and analysis 24AUTOMATION IMPACTS
JOBS AT ALL LEVELS
Job role Industry
Finance & Auditing 48% Financial Institutions 49%
Customer Service 48% Insurance 48%
Digitalisation & Automation 46% Telecommunications 45%
Human Resources 43% Cons. Prod. & Services 41%
Administration & Secretarial 43% Technology 41%
Media & Information 41% Retail 40%
Manual Work & Manufacturing 40% Travel & Tourism 40%
IT & Technology 40% Industrial Goods 40%
Service Sector 40% Media 39%
Arts & Creative Work 40% Professional Services 39%
Purchasing & Logistics 39% Energy 38%
Sales 38% Health Care 38%
Marketing & Communication 37% Legal 37%
Consulting 36% Public Sector 35%
Engineering & Technical Jobs 36% Non-profit 34%
Management 35%
Health & Medicine 35%
Science & Research 34%
Law 33%
Social Care 29%
Geographically the threat of automation is common in countries with low levels of work protection and
high levels of digitalisation, like Singapore, China, and other Asian countries.
Workers in African countries like South Africa, Ivory Coast, and Cameroon are concerned as well. It’s the
same in the US, with its ‘at-will’ employment and relatively light regulations.
There are a few exceptions where workers do not feel the threat of automation.
Categories that seem to be beyond technology’s reach are those rooted in human contact (health care
and social) and specialised knowledge (law and research).
Managers are also largely unconcerned because their jobs involve complex human interactions.
European respondents tend to be least worried because of the stronger worker protections. They think
even if workplace technology advances, their jobs will be protected, and be given time to find new jobs.
Source: 2020 BCG/The Network proprietary web survey and analysis 25RETRAINING FOR A
FAMILIAR JOB CLUSTER
By level of education By age group
No formal 65% 61 47%
Job, country, and age play a part in willingness of workers to retrain for the post-COVID job
market. The appetite for personal and professional reinvention plays a part too.
68% of respondents said they are willing to retrain for a career switch, this willingness is high
among people in the earlier and middle part of their careers.
Workers in jobs that could be replaced by technology or highly disrupted by COVID-19 are more
willing to retrain.
When it comes to retraining for a new role, workers prefer digital and IT jobs the most because of
the generally good compensation and expanding opportunities. Office and management jobs are
popular, possibly because of the ease of transition.
After a challenging year, career switchers are likely to move into job clusters that feel familiar and
less risky. Workers in digitalisation are interested in IT and technology, and vice versa.
Source: 2020 BCG/The Network proprietary web survey and analysis 26RETRAINING FOR A
FAMILIAR JOB CLUSTER
75% Customer Service
Sales
Service Sector
Purchasing & Logistics
70% Management
Manual Work
& Manufacturing
Administration
Willingness to retain
Human Resources & Secretarial
Finance & Auditing
Engineering & Technical Jobs
65% Digitalisation & Automation Marketing & Communication
Consulting
Media & Information
Science
& Research
60% Law
Health & Medicine IT & Technology
Social Care Arts & Creative Work
55%
Lower-risk jobs Higher-risk jobs
However there are workers in certain industries, age groups, and countries are not as open to
retraining.
Among the respondents, the willingness to retrain is lower among the youngest and those above
60 years old.
Workers in science and research, health and medicine, and social care are also generally not as
open to training.
Workers in customer service might expect to move into administrative and secretarial roles, but
this sector will continue to contract in the future. Companies might need to steer
customer-service employees towards better options.
Source: 2020 BCG/The Network proprietary web survey and analysis 27RETRAINING FOR A
FAMILIAR JOB CLUSTER
#1 Dem. Rep. of Congo 90%
#2 Cameroon 87%
#3 Ivory Coast 87%
#4 Angola 83%
#5 Thailand 83%
#6 Senegal 81%
#7 Portugal 80%
#8 Algeria 79%
#9 Mexico 79%
#10 Turkey 78%
#20 Global average 68%
African countries lead the world in retraining willingness, accounting for 6 of the top 10 countries by
share of respondents ready to reskill. Thailand is the only Asian country in the top 10 list.
European workers are less willing to retrain because of their low level of concern when it comes
to automation. They also take considerable pride in their training and education, professions are
always being seen chosen for life.
Despite the lack of formal protections, American workers are also less-willing to retrain, like their
European counterparts.
Note: All countries shown have more than 500 respondents.
Source: 2020 BCG/The Network proprietary web survey and analysis 28PROPENSITY TO
LEARN ONLINE
AND ON-THE-JOB
By country By level of education By age group
TO P 5 No formal 54% 61 53%
Switzerland 44%
Germany 41%
Netherlands 34%
Learning has always been a priority for the global workforce. The number of people learning for
their job is almost the same as it was in 2018.
Time spent on learning follows the willingness-to-retrain metric geographically. People in western
economies go through lengthy, highly structured education to get skills for immediate application
in the working world. This is unlike Africa where the churning of highly-skilled graduates is
uncommon.
The habit of learning is strongest among those early in their careers and tails off later. The most
educated are more apt in refreshing their skills because not learning continually risks
obsolescence in knowledge-based jobs.
Source: 2020 BCG/The Network proprietary web survey and analysis 29PROPENSITY TO
LEARN ONLINE
AND ON-THE-JOB
2018 top learning resources 2020 top learning resources
On-the-job training (including
#1 Self-study 63% coaching & job rotation) 65%
On-the-job training (including
#2 coaching & job rotation) 61% Self-study 62%
Online educational institutions
#3 Conferences & seminars 36% (including digital courses & MOOCs) 48% +58%
Traditional educational institutions
#4 (such as acadamic & vocational degrees) 34% Conferences & seminars 41%
Online educational institutions Traditional educational institutions
#5 (including digital courses & MOOCs) 30% (such as acadamic & vocational degrees)
37%
#6 Mobile apps 24% Mobile apps 36% +48%
#7 Government programs 7% Government programmes 16%
More online classes are available today compared to the past. The proportion of people who use
either an online education institution (48%) or mobile app (36%) for learning has jumped substantially.
The proportion of people learning has increased substantially since 2018, quickly catching up with
on-the-job training and self-study.
Government training programs have also doubled since 2018, perhaps due to governments’
efforts in upskilling and reskilling workers for after the pandemic.
Source: 2020 BCG/The Network proprietary web survey and analysis 30THE
FUTURE
WORKFORCE
Source: 2020 BCG/The Network proprietary web survey and analysis 31HOW TO DEVELOP A RELEVANT FUTURE WORKFORCE Even before the crisis, a majority of workers are open to retraining themselves for a new career because of automation and personal appetite for personal and professional reinvention. Companies could do their bit in laying out the groundwork for workers to upskill and reskill themselves. Governments may help by providing incentives to employers and workers alike, when it comes to developing a more relevant workforce. Source: 2020 BCG/The Network proprietary web survey and analysis 32
CONCLUSION 1
DEVELOP
A COMPREHENSIVE
RETRAINING FRAMEWORK
The situation:
From the 2001 terrorist attacks; to the 2008 financial crisis; and the pandemic, no one can predict
the next challenge – but it will come. On top of that, there’s the increased risk of automation that
threatens organisational stability and will require adjustments from workers.
What to do moving forward:
Make strategic workforce planning a dynamic process.
Use the strategic workforce planning (SWP) process to forecast talent and skill needs.
SWP shouldn’t be used occasionally, but as a toolkit and capability for workforce plans to be
changed real time.
Consider candidates with unusual career paths.
Rule-based resume reviews have their place, but these methods could work to the detriment of
recruiters in a time when workers are reskilling themselves.
Governments may enable this by reevaluating regulations that make educational credentials or
experience mandatory.
Upskill at scale.
Despite the uncertainty, there are skills which the development needs are almost universal, like
digital skills or agile working. The key is to ensure this learning-journey can be customised at
scale efficiently.
Governments can support organisations’ moving in this direction through national upskilling
initiatives by coordinating industry-wide learning programs.
Source: 2020 BCG/The Network proprietary web survey and analysis 33CONCLUSION 2
EMPOWER WORKERS
TO UPSKILL AND RESKILL
The situation:
After COVID-19, workers would not expect a lifetime of employment. However if your company
continues to remake themselves for jobs that will exist in the future, that could possibly
differentiate your company from the competition.
As shown in the survey, workers are willing to be retrained. Companies should identify the pain
points to lay out a comprehensive retraining groundwork. Governments may provide support in the
form of policies and tax relief to create a wider pool of talents.
What to do moving forward:
Invest in building a learning organisation.
Companies should set up the right culture, incentives, and infrastructure for people to be away
from their regular jobs to develop new skills.
Governments can encourage this by offering financial incentives and tax-credits on learning
related costs.
Source: 2020 BCG/The Network proprietary web survey and analysis 34CONCLUSION 2
EMPOWER WORKERS
TO UPSKILL AND RESKILL
Give employees autonomy over learning decisions.
Once the groundwork is laid, it’s recommended to make employees responsible for their own
reskilling.
Governments could offer individual learning accounts (ILA), while companies can offer flexible
menus of learning courses and subsidise employee-designed learning programs.
Emphasise self-drive, on-the-job learning methods.
Data has shown that workers prefer to learn on the job or online. It’s recommended to integrate
learning into daily workflows, through virtual, coaching, nudges, and gamification.
Workers may also collaborate with experts in up-and-coming areas, such as digital skills and agile
work approaches. Apprenticeship is another model for on-the-job retraining for younger workers.
Cultivate people’s ability to learn.
Learning is effective when people are and in the moment.
Companies can help workers free up mental capacity, reduce
unhelpful stress, be more self-aware to open themselves up
to new knowledge.
Governments can support this by requiring high school or
university students to take learning readiness classes as a
prerequisite to graduation.
Source: 2020 BCG/The Network proprietary web survey and analysis 35Thank you for downloading
this report.
We believe this will give you immense
power as you move to fill positions in
your companies.
For future insights, a localised version
of this report is also available in:
Malaysia jobstreet.com.my
Singapore jobstreet.com.sg
Philippines jobstreet.com.ph
Hong Kong hk.jobsdb.com
Thailand th.jobsdb.com/th
PREVIOUS REPORTS
REPORT 1
Where? Mobility
COVID has completely re-drawn the world map and
the very definition of workforce mobility.
REPORT 2
How? Work Preferences
Several key shifts have emerged in what matters to
people at work and what work model they prefer,
driven by 2020 trends and crisis situations.
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