Economy Profile Working Age Population (Millions)  / 2 Malaysia 16.8 6kill outlook :orkIorce strateJ\ outlook Core sRills Talent outlooR in  6kills needed to perform well in key, stable roles within the company (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 $ttitudes ,mproving :orsening Global average Global average 2  2 22  Talent availability when hiring ECONOMY G/2%$/ -100% +100% 35% 38% 26%  Cognitive skills Talent development of existing workforce -100% +100% 5% 73% 5%  Engagement skills Talent retention of existing workforce 13%  Management skills -100% +100% 35% 54% 2%  Physical abilities )usiness practices to improve talent availability Top practices with the greatest potential to improve talent availability (share of organizations surveyed) 20%  Technology skills ECONOMY G/2%$/ 3%  Ethics 43%  . Improve talent progression and promotion processes 22%  Self-eĴcacy 38%  . Provide eijective reskilling and upskilling 10 %  Working with others 30%  . Oijer higher wages 9esRilling sRill focus 27%  . Better articulate business purpose and impact 6kills most prioritized for reskilling and upskilling in the next ıve years (share of organizations surveyed) More diversity, eTuity and inclusion policies and Skills, knowledge and abilities $ttitudes Global average 27%  . programmes 51% AI and big data Oijer more remote and hybrid work opportunities within 24%  . countries 51% Analytical thinking 19%  . Support employee health and well-being 51% Creative thinking 46% 19%  Leadership and social inIJuence . Tapping into diverse talent pools 43% Curiosity and lifelong learning 16%  . Improve internal-communication strategy 30% Resilience, IJexibility and agility 14%  30%  Improve people-and-culture metrics and reporting Technological literacy 27% Systems thinking Key components of +,0 programmes 0ost common components of '(, programmes (share of organizations surveyed) 24% Design and user experience ECONOMY G/2%$/ 24% Empathy and active listening 50%  . Run comprehensive DEI training for managers :Rill stability 55% Embed DEI goals and solutions across the supply 44%  6kills reTuired by the workforce that are expected to remain the same (share of all skills . Global % chain reTuired) Set DEI goals, targets or Tuotas that exceed public 44%  . Training funding reTuirements 3referred sources of funding for training, upskilling and reskilling efforts (share of organizations surveyed) Enable inclusion and accessibility across physical and 42%  . virtual spaces ECONOMY GLOBAL 42%  . Run comprehensive DEI training for staij 8% 16% Co-funding across the industry 22% 28% Free-of-cost training :hare of companies ^ith +,0 7rograms % (share of organizations surveyed) 35% 22% Funded by government Global % 97% 87% Funded by my organi]ation 16% 24% Public-private hybrid funding