In an era of rapid global economic transformation, developing technical and organisational skills is key to building a capable and resilient workforce.
Technical expertise encompasses the specialised skills and knowledge necessary to perform specific tasks or operate advanced systems.
For example, digital proficiency, data analytics, programming, mechanical operations, and mastery of cloud-based or AI technologies.
Organisational skills, on the other hand, refer to the interpersonal and managerial abilities that help individuals operate effectively within structured systems.
These skills include adaptability, communication, leadership, teamwork, problem-solving, time management, and critical thinking.
They play a vital role in enabling individuals to harness technical expertise effectively and collaborate in multifaceted work scenarios.
In thriving economies, both technical and organisational skills are regarded as equally critical.
For instance, while a technician might excel in their craft, their success frequently hinges on their ability to convey challenges, organise workflows, and work collaboratively to achieve objectives.
Sarawak’s Current Landscape
Sarawak is making significant strides in its human capital agenda, targeting the development of 500,000 skilled workers by 2030, which would comprise approximately 30% of the state’s workforce.
This target is embedded in the broader Post-COVID-19 Development Strategy (PCDS) 2030, which aims to transform Sarawak into a regional leader in high-income, innovation-based employment.
Driving this transformation are two flagship programmes: the Industry Continuous Professional Development (iCPD) Programme and the Graduates Enhancement Training Sarawak – Work Readiness Programme (GETS-WRP).
The GETS-WRP, in particular, aims to bridge the divide between academic learning and workforce preparedness through a blend of practical industry experience and training in workplace communication, emotional intelligence, leadership, and digital literacy.
Participants are provided with a monthly allowance of RM1,500 throughout their year-long placement.
Preliminary data shows that over 35% of graduates from the programme’s pilot phase secured stable employment shortly after completing their training.
Additionally, TVET enrolments have increased by more than 20%, while applications for STEM-related courses in Sarawak’s public institutions have risen by approximately 40% since 2023.
National Comparison: Sarawak vs. the Rest of Malaysia
At the national level, Malaysia has emphasised workforce digitalisation through initiatives like the Malaysia Digital Economy Blueprint (MyDIGITAL) and the National Fourth Industrial Revolution Policy (4IR).
However, Sarawak sets itself apart with localised, state-led strategies to advance both technical and organisational skills in a manner aligned with regional demands.
For instance, the Malaysia Board of Technologists (MBOT) reported that by early 2025, Sarawak had registered over 6,500 certified technologists, bringing the state closer to its goal of 10,000 by year-end.
This reflects a growing emphasis on credentialed and certified skills in building workforce capabilities.
Sarawak’s forthcoming Free Tertiary Education Scheme, which will provide up to RM15,000 annually to eligible students in STEM disciplines, reflects a strong commitment to fostering long-term skills development while prioritising inclusivity and retaining local talent.
However, the state continues to face difficulties in retaining graduates, particularly in high-demand areas like ICT and software engineering.
Many young professionals are drawn to Peninsular Malaysia or Singapore, where starting salaries range from RM3,000–RM3,800, significantly higher than Sarawak’s average of RM2,300–RM2,500.
Regional Perspective: ASEAN’s Skills Gaps
Across the ASEAN region, the demand for technical and organisational skills is on the rise, though the ability to meet this demand varies greatly among member states.
According to the ASEAN Digital Skills Report (2024), fewer than 5% of adults can perform basic coding, with spreadsheet proficiency ranging from 42% in Brunei to just 9% in Cambodia.
While Malaysia is relatively advanced in digital skills, disparities between urban hubs like Selangor and states like Sarawak remain a barrier.
At the same time, Indonesia anticipates a shortage of nine million ICT professionals by 2030, highlighting the region’s need for urgent workforce development.
Malaysia’s proposal for an ASEAN Digital Skills Passport aims to standardise qualifications, enabling skilled Sarawakians to tap into regional opportunities while also drawing talent from across ASEAN into the state’s industries.
Global Benchmarking: Skill Urgency on a Larger Scale
Globally, the need for workforce transformation is becoming increasingly urgent.
According to the World Economic Forum (2025), 58% of employees worldwide will require significant upskilling by 2027, yet only 46% feel their current skillsets are adequate.
Similarly, a PwC survey reveals that just 24% of employees feel prepared to meet future work expectations.
Despite the emphasis on technical skills, organisational competencies risk being sidelined. McKinsey highlights that roles demanding a combination of technical expertise and human-centric skills, such as communication, adaptability, and critical thinking, are expanding 50% faster than purely technical roles.
Key Challenges for Sarawak:
Although significant progress has been achieved, Sarawak faces challenges tailored to its unique circumstances:
Mismatch Between Skills and Jobs
While more graduates are emerging with technical qualifications, the lack of high-value roles in digital sectors contributes to underemployment and encourages migration to other regions.
Rural Areas Lack of Access to Skills Training
While urban centres like Kuching and Miri gain from strong institutional presence, many rural areas are hindered by poor broadband access, a shortage of training centres, and limited awareness of opportunities.
Slow Industry-Education Integration
Many TVET and higher education institutions struggle to keep their curricula aligned with evolving industry demands, particularly in fast-growing fields such as renewable energy and robotics.
Neglect of Organisational Skills
Despite the growing demand from employers for holistic skill sets, training programmes frequently focus on technical expertise while neglecting crucial areas like teamwork, time management, and emotional intelligence.
Solutions and Recommendations
To ensure maximum value from its investments, Sarawak may consider implementing these strategies:
Strengthen Industry Collaboration
Establish curriculum advisory panels comprising representatives from both the public and private sectors.
Practical training opportunities like internships and apprenticeships should be designed in collaboration with employers to reflect genuine industry expectations.
Incentivise High-Tech Job Creation
Introduce financial incentives, such as tax breaks and grants, for companies that establish skilled job roles in Sarawak, with a focus on ICT, renewable energy, advanced manufacturing, and digital services.
Expand Rural Outreach and Connectivity
Develop digital hubs and community training centres in rural areas, ensuring access to hybrid learning for marginalised and remote communities.
Make Organisational Skills Mandatory in Training
Integrate leadership, ethics, conflict resolution, emotional intelligence, and teamwork into the core modules of all TVET and tertiary education programs, ensuring relevance across industries.
Leverage Regional Frameworks
Fully engage with ASEAN initiatives for cross-border skills recognition, including the Digital Skills Passport and labour mobility frameworks, to enable Sarawakian professionals to excel internationally and attract regional talent to Sarawak.
Conclusion
Sarawak has achieved significant strides in fostering technical and organisational skills, demonstrated by its strategic programmes, TVET growth, and progressive education subsidies.
In comparison, its performance exceeds national trends in policy implementation and aligns closely with ASEAN and global objectives.
To ensure long-term success, Sarawak must prioritise consistent curriculum modernisation, robust industry collaboration, expanded rural access, and greater emphasis on human-centric competencies.
As digitalisation drives global change, Sarawak’s future will hinge on its capacity to balance technical innovation with organisational resilience in the competitive knowledge economy.
References:
- World Economic Forum: Future of Jobs Report 2023
- World Economic Forum: Future of Jobs Report 2025
- Skill Shift: Automation and the Future of the Workforce
- Post Covid-19 Development Strategy 2030
- GETS-WRP Empowers Sarawak’s Workforce & Boosts Employability
- Bridging Skills Gap Effectively
- Sarawak Digital Economy Blueprint 2030
- Malaysia Board of Technologists
- Average Salary in Malaysia 2025: Industry & Job Role Insights
- Jobstreet.com Launches its First Comprehensive Salary Guide for Fresh Graduates
- Cambodia Launches Its First Competency Framework on Digital Media and Information Literacy to Empower Citizens in Today’s Digital Society
- Digital Upskilling for Indonesia
- Fadhlina Proposes Five Steps to Revamp ASEAN Education Including Skills Passports and Cross-Border Internships
- 4 L&D and HR Trends to Embrace for 2025
