Region Profile  / 2 East Asia and the Pacific Skill outlook :orkIorFe VtrDteJ\ outlook 9esRilling sRill focus Talent outlooR in  6kills most prioritized for reskilling and upskilling in the next ıve years (share of organizations surveyed) (xpected change in talent availability, development and retention in the next ıve years (share of organizations surveyed) Skills, knowledge and abilities Attitudes Global aYerage ,PproYing :orsening Global aYerage Global aYerage 47% Analytical thinking Talent availability when hiring 44% AI and big data -100% +100% 39% 36% 40% Creative thinking Talent development of existing workforce 38% /eadership and social inIJuence -100% +100% 5% 75% 37% Resilience, IJexibility and agility Talent retention of existing workforce 31% Curiosity and lifelong learning -100% +100% 27% 43% 28% Design and user experience )usiness practices to improve talent availability 27% Talent management Top practices with the greatest potential to improve talent availability (share of organizations surveyed) 27% Technological literacy IN'USTR< GLOBAL 25% Empathy and active listening 49% % 1. Improve talent progression and promotion processes :Rill stability 34% 3% % 2. Oijer higher wages 6kills reTuired by the workforce that are expected to remain the same (share of all skills Global % reTuired) 33% 3% 3. Provide eijective reskilling and upskilling Training type 31% 2% Types of training prioritized by organizations surveyed for future reskilling and upskilling (share of organizations . Better articulate business purpose and impact surveyed) More diversity, eTuity and inclusion policies and 23% 1% 13% 2% 12% 32% 1% . programmes ROLES REGION GLOBAL Oijer more remote and hybrid work opportunities within 20% 21% 6. countries 13% 1% Employer-sponsored apprenticeships 18% 1% . Support employee health and well-being 25% 2% Internal training departments 17% 1% . Improve people-and-culture metrics and reporting 12% 13% /icensed training from professional associations 17% 1% . Tapping into diverse talent pools 32% 2% On-the-job training and coaching 16% 1% 1 Improve internal-communication strategy 10% 12% Private-sector online-learning platforms Key components of +,0 programmes 0ost common components of '(, programmes (share of organizations surveyed) 9% 1% 8niversities and other educational institutions REGION GLOBAL Training funding 56% 2% 1. Run comprehensive DEI training for managers 3referred sources of funding for training, upskilling and reskilling efforts (share of organizations surveyed) 45% 36% REGION GLOBAL 2. Run comprehensive DEI training for staij Enable inclusion and accessibility across physical and 11% 16% Co-funding across the industry 40% 33% 3. virtual spaces 26% 28% Free-of-cost training Set DEI goals, targets or Tuotas that exceed public 39% 26% . reTuirements 27% 22% Funded by government Embed DEI goals and solutions across the supply 32% 23% . 96% 87% Funded by my organi]ation chain 20% 24% Public-private hybrid funding :hare of companies ^ith +,0 7rograms % (share of organizations surveyed) Global %