{"id":27093,"date":"2025-05-14T01:01:00","date_gmt":"2025-05-13T17:01:00","guid":{"rendered":"https:\/\/www.rakansarawak.com\/v3\/?p=27093"},"modified":"2025-05-16T10:53:51","modified_gmt":"2025-05-16T02:53:51","slug":"high-performance-workforce-contributes-to-sarawaks-economy","status":"publish","type":"post","link":"https:\/\/www.rakansarawak.com\/v3\/2025\/05\/14\/high-performance-workforce-contributes-to-sarawaks-economy\/","title":{"rendered":"High-Performance Workforce Contributes to Sarawak\u2019s Economy"},"content":{"rendered":"\n

In an increasingly competitive and knowledge-driven global economy, the strength of a region\u2019s workforce is no longer defined by size alone, but by quality, adaptability, and performance. A High-Performance Workforce (HPW)<\/strong> is one that consistently delivers exceptional outcomes through a combination of effective management, continual skills development, and strong alignment with organisational goals.<\/p>\n\n\n\n

Experts from Regent Business School<\/a> describe such workforces as \u201cwell-oiled machines\u201d \u2013 where each employee (often well-trained and motivated) not only fits seamlessly into the team, but also thrives in a culture of trust, accountability, and continuous improvement. The result is higher productivity, greater innovation, improved job satisfaction, and reduced turnover.<\/p>\n\n\n\n

For Sarawak<\/strong>, building and sustaining a high-performance workforce is not just desirable\u2014it is essential<\/strong>. The state\u2019s ambition to become a high-income, developed economy by 2030 hinges on the capabilities of its people. As outlined in blueprints like the Post-COVID-19 Development Strategy (PCDS) 2030<\/a> and  Sarawak Digital Economy Blueprint 2030<\/a>, Sarawak\u2019s economic transformation\u2014whether through digitalisation, green energy, industrial innovation, or modernised agriculture\u2014requires a workforce that is skilled, agile, and high-performing at every level.<\/p>\n\n\n\n

Policy Context: A High-Performance Workforce as a Catalyst for Sarawak<\/strong>\u2019<\/strong>s Development<\/strong><\/strong><\/p>\n\n\n\n

Sarawak\u2019s ambition to become a high-income, developed state by 2030 is built upon bold economic planning, strategic investments, and a forward-looking governance model. At the heart of this transformation lies HPW as a critical enabler. In aligning policy intent with execution, Sarawak recognises that economic infrastructure alone cannot deliver results without the human capital to support it.<\/p>\n\n\n

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A high-performance workforce is an effectively managed, well-trained, and motivated group of people who work together to consistently deliver exceptional results that support business success and growth.<\/figcaption><\/figure><\/div>\n\n\n

Key Drivers of Sarawak\u2019s Development<\/strong><\/strong><\/p>\n\n\n\n

One of the key drivers is economic competitiveness<\/strong>. Sarawak is targeting GDP growth of 5\u20136% by 2025<\/a>, supported by massive investments in infrastructure, green energy, and digital transformation. Unlocking the full potential of these sectors requires a skilled and efficient workforce capable of innovating, adapting, and operating at high levels of productivity. Whether in data analytics, engineering, or logistics, a HPW ensures that these investments generate real and sustained value.<\/p>\n\n\n\n

The state\u2019s development budget further illustrates this commitment. The 2025 budget allocates RM15.8 billion<\/strong>, with an unprecedented RM10.9 billion directed toward development<\/a>. This includes landmark projects such as the Pan Borneo Highway, the upcoming deep-sea port and international airport in Tanjung Embang<\/a>, and various renewable energy ventures<\/a>.<\/p>\n\n\n\n

Beyond infrastructure, Sarawak is positioning itself at the forefront of industrial and technological advancement<\/a>. Through the Sarawak Corridor of Renewable Energy (SCORE)<\/a> and pioneering green hydrogen projects<\/a>\u2014including hydrogen hubs in Bintulu and the Kuching Urban Transportation System (KUTS)<\/a>\u2014the state is laying the foundation for a clean energy economy. These high-value sectors require a pool of talent with specialised skills in energy systems, automation, and digital engineering, further emphasising the strategic role of a high-performance workforce.<\/p>\n\n\n

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Benefits of a high-performance workforce translates directly into business success and economic growth. Thus, it would not be farfetched to say it is the engine behind any dynamic and resilient economy.<\/figcaption><\/figure><\/div>\n\n\n

To meet this demand, the state has committed to human capital development<\/strong>, especially in TVET (Technical and Vocational Education and Training)<\/a> and digital literacy. With a goal of achieving a 30% skilled workforce by 2030<\/a>, Sarawak is investing in scholarships, upskilling programs, and talent development initiatives to reduce dependency on external labour and strengthen local participation in emerging industries.<\/p>\n\n\n\n

All of these strategies are unified under the Post-COVID-19 Development Strategy (PCDS) 2030<\/strong>, which identifies a HPW as the backbone for Sarawak\u2019s economic ambitions. The success of catalytic initiatives\u2014from the Batang Ai Floating Solar Farm<\/a>, Sarawak Gas Roadmap<\/a>, to hydrogen collaborations such as H2ornbill and H2biscus<\/strong>\u2014depends on a capable, empowered workforce.<\/p>\n\n\n\n

To summarise, cultivating a high-performance workforce is not a peripheral goal, but a foundational requirement<\/strong> for Sarawak to achieve its aspirations. It is the link that connects strategy to implementation and transforms vision into real, measurable progress in economic prosperity, social wellbeing, and environmental sustainability.<\/p>\n\n\n\n

Building the Foundation: Key Components of a High-Performance Workforce in Sarawak<\/strong><\/strong><\/p>\n\n\n\n

Developing a High-Performance Workforce (HPW) is not as straightforward as just hiring more people\u2014it\u2019s about investing in the right mix of education, digital empowerment, and productivity culture<\/strong> to transform the workforce into a dynamic engine for progress. In Sarawak, this comprehensive approach is already taking shape through a wide network of policies, programs, and public-private partnerships.<\/p>\n\n\n\n

Education and Skills Development<\/strong><\/strong><\/p>\n\n\n\n

At the core of Sarawak\u2019s workforce development strategy is a deep investment in technical skills and formal education<\/strong>. Institutions such as Sarawak Skills<\/a> and CENTEXS<\/a> offer training programs and industry-relevant certifications that align closely with market demands. These facilities serve as vital bridges between academic learning and real-world expertise.<\/p>\n\n\n\n

To raise national competitiveness and move the economy up the value chain, Sarawak has also adopted a strategic focus on STEM and TVET education<\/strong>. The formation of the Human Capital Development Council<\/a> supports this by monitoring and addressing workforce supply-demand mismatches. Complementing this is the upcoming Sarawak Science Centre<\/a>, which aims to spark early interest in science and innovation, while events such as the Sarawak Career and Training (SCaT) Fair<\/strong> expose youth to diverse career and upskilling opportunities.<\/p>\n\n\n\n

Government funding supports this agenda further. Programs such as GETS-WRP<\/a>, with a RM23 million allocation, help graduates gain work experience and job-ready skills. Additionally, by 2026<\/strong>, all Sarawak-owned tertiary institutions will provide free education for local students in high-demand industries<\/a>, with additional subsidies for learning tools and assistance with PTPTN loan repayments\u2014further easing access to higher education.<\/p>\n\n\n\n

Digital Literacy and Innovation Readiness<\/strong><\/strong><\/p>\n\n\n\n

Sarawak has made considerable strides in equipping its population\u2014from educators to rural communities\u2014with the digital fluency required to thrive.<\/p>\n\n\n\n

Recognising the need for transformation in teaching, extensive ICT training for educators<\/strong> has been rolled out, especially to raise digital competency among those with limited experience. Early digital education has also been prioritised: programs like SeDidik<\/a> have embedded digital literacy in their preschool curricula since April 2024, preparing children from an early age for future careers in a tech-driven world.<\/p>\n\n\n\n

Meanwhile, community digital inclusion programs<\/strong> like the PANDei initiative<\/a> by the Sarawak State Library teach basic digital skills\u2014online transactions, digital communication, and mobile usage\u2014while public facilities such as Digital Community Centres (DCCs) and NADI (formerly PEDi)<\/a> bring these services and training to underserved areas. For those with more advanced needs, Digital Innovation Hubs<\/a> provide access to co-working spaces, digital tools, and mentorship for entrepreneurs and small businesses.<\/p>\n\n\n

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Sarawak’s many undertakings are not only transformative in scale but also in complexity\u2014demanding a workforce proficient in advanced technologies, large-scale project management, and innovative problem-solving. (Image Credit: Samsung E&A_Facebook)<\/figcaption><\/figure><\/div>\n\n\n

At the youth and workforce level, the Future Skills for All (FS4A)<\/a> program empowers secondary students and teachers with coding, problem-solving, and digital entrepreneurship skills. Similarly, the BeDigital Bootcamp<\/a> by Petronas builds capacity in AI, cybersecurity, and innovation for undergraduates entering the job market.<\/p>\n\n\n\n

Digital talent development is further strengthened by strategic partnerships, including Sarawak Skills\u2019 collaboration with Excelerate Sdn Bhd<\/a> and the Industry-Academia Collaboration (IAC)<\/a> initiated by TalentCorp, MEITD, and RECODA, which address local workforce challenges through coordinated, industry-relevant training.<\/p>\n\n\n\n

Workforce Productivity and Talent Mindset<\/strong><\/strong><\/p>\n\n\n\n

A High-Performance Workforce is more than just skilled\u2014it must be motivated, efficient, and aligned with the economic direction of the state<\/strong>. To this end, Sarawak is rolling out a cultural shift through policies that foster professional growth, mindset change, and industry collaboration.<\/p>\n\n\n

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Education and skills training in Sarawak is taking on a multifaceted approach combining formal education, skills development, leadership cultivation, and strategic talent management. (Photo Credit: Sarawak Skills)<\/figcaption><\/figure><\/div>\n\n\n

The proposed State Talent Policy<\/a> by the Ministry of Education, Innovation and Talent Development aims to attract, retain, and empower workers aligned with Sarawak\u2019s transformation roadmap. It places emphasis on fostering private-public collaboration to ensure workforce readiness in critical industries, helping reduce unemployment while enhancing competitiveness.<\/p>\n\n\n\n

This is backed by measurable targets: the state aims for a 20% increase in TVET enrolment and a 40% increase in science stream enrolment by 2025<\/a>, with a larger goal of reaching 30% skilled workers by 2030<\/strong>. These goals support Sarawak\u2019s shift toward a knowledge-based and innovation-led economy.<\/p>\n\n\n\n

To ensure continued professional growth, the Industry Continuous Professional Development (iCPD)<\/a> programme promotes upskilling through partnerships between industries, educational institutions, and government agencies. This model of lifelong learning<\/strong> helps local workers keep pace with technological shifts and global industry standards.<\/p>\n\n\n\n

Turning Capability into Capital: How a High-Performance Workforce Drives Economic Growth in Sarawak<\/strong><\/strong><\/p>\n\n\n\n

Investing in a High-Performance Workforce (HPW) translates into real and measurable economic value. In Sarawak\u2019s case, research and regional data increasingly confirm that upskilling, digital readiness, and workforce productivity are closely tied to the state\u2019s ambitions for high-income and developed status by 2030.<\/p>\n\n\n\n

Improved Performance, Organisational Effectiveness, and Growth<\/strong><\/strong><\/p>\n\n\n\n

A 2025 study by Dr Voon Boo Khoon<\/a>, an expert in Business Administration, examined key human resource practices in Sarawak\u2014particularly training and development, job rotation, and career planning<\/strong>. The findings revealed that these practices significantly enhance employee performance and organisational effectiveness<\/strong>, indicating that systematic workforce development directly supports business productivity. When these effects scale across sectors, they strengthen the broader economy through higher output and more competitive industries.<\/p>\n\n\n\n

Digital Workforce Alignment with Future Economy<\/strong><\/strong><\/p>\n\n\n\n

Sarawak\u2019s Digital Economy Strategy<\/strong>, introduced in 2018, exemplifies how coordinated workforce planning can accelerate economic transformation. The strategy\u2019s 47 initiatives across sectors\u2014from agriculture to digital government\u2014require a digitally capable workforce.<\/p>\n\n\n

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In today\u2019s rapidly evolving economy, digital skills are just as crucial as technical ones.(Photo Credit: UNIMAS)<\/figcaption><\/figure><\/div>\n\n\n

A 2022 public perception study in Kuching<\/a> revealed broad readiness and acceptance of digitalisation<\/strong>, suggesting that continued investment in digital literacy, infrastructure, and entrepreneurship<\/strong> could unlock growth and innovation. The study reinforces the idea that a digitally literate population is a prerequisite for transitioning into a competitive digital economy.<\/p>\n\n\n\n

Skilled Talent for Capital-Intensive Industries<\/strong><\/strong><\/p>\n\n\n\n

A 2018 regional input-output analysis of Sarawak\u2019s major industries<\/a>\u2014Crude Oil and Natural Gas, Petroleum Refining, Forestry and Logging<\/strong>\u2014demonstrated how economic spillovers are maximised through value added multipliers.<\/p>\n\n\n\n

For instance, every RM1 increase in final demand in the oil and gas industry generates RM0.90 in added value across the state\u2019s economy. These industries are highly capital-intensive and demand specialised skills; without a skilled workforce, these multiplier effects cannot be fully realised<\/strong>, diminishing Sarawak\u2019s potential economic gains.<\/p>\n\n\n\n

Workforce Resilience Sustaining SME Contributions<\/strong><\/strong><\/p>\n\n\n\n

Small and Medium Enterprises (SMEs) remain central to Sarawak<\/strong>\u2019<\/strong>s economy<\/strong>, contributing RM29.7 billion, or 17.9%, to the state\u2019s GDP in 2022<\/a>. These businesses depend heavily on worker productivity and adaptability.<\/p>\n\n\n\n

The COVID-19 pandemic revealed this dependency starkly: workforce resilience, supported by government-backed training and skills programs, helped sustain employment for 600,000 Sarawakians<\/a>. A productive and agile workforce, therefore, underpins not only business survival but also poverty reduction and economic recovery<\/strong>.<\/p>\n\n\n\n

Public Sector Productivity Stimulating Economic Demand<\/strong><\/strong><\/p>\n\n\n\n

Even within the public sector, workforce performance plays a catalytic economic role. The 2025 Sarawak Budget<\/a> outlines efforts to improve civil service productivity<\/strong> through salary adjustments and capacity-building. These changes are expected to increase household income, incentivise better performance, and stimulate private consumption<\/strong>, all of which feed back into broader economic resilience.<\/p>\n\n\n\n

In essence, a well-compensated and skilled public workforce contributes to both governance quality and domestic economic growth<\/strong>.<\/p>\n\n\n\n

Challenges in Developing and Retaining a High-Performance Workforce<\/strong><\/strong><\/p>\n\n\n\n

Despite the many initiatives undertaken to cultivate a high-performance workforce in Sarawak, several persistent and emerging challenges continue to hinder progress. These gaps\u2014ranging from skills shortages to talent retention\u2014pose significant risks to Sarawak\u2019s ambition of becoming a high-income, innovation-driven economy by 2030.<\/p>\n\n\n\n

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  1. Widening Skills Gap<\/strong>: The skilled labour force remains below expectations, with the share of skilled workers declining from 23% in 2021 to 21% in 2022<\/a>, despite a 2030 target of 500,000 skilled workers. As of September 2024, only around 200,000 had been achieved<\/a>.<\/li>\n\n\n\n
  2. Workforce Efficiency Issues<\/strong>: The proposed State Talent Policy<\/a> hints lagging productivity and employment mismatches, underscoring the need for targeted upskilling and more efficient workforce deployment to better align workforce capabilities with industry needs.<\/li>\n\n\n\n
  3. Education and Training Mismatch<\/strong>: Industry leaders continue to report<\/a> misalignments between academic outputs and job market needs<\/a>, particularly in the STEM and TVET sectors. Enrolment targets remain unmet<\/a>, with rural and underprivileged communities facing additional barriers to quality training<\/a>.<\/li>\n\n\n\n
  4. Talent Drain and Limited Incentives<\/strong>: A high cost-of-living-to-wage ratio<\/a>, insufficient research infrastructure, and limited career progression opportunities<\/a> contribute to talent outmigration, particularly among high-skill professionals and graduates.<\/li>\n\n\n\n
  5. Slow Adaptation to Change<\/strong>: Sarawak\u2019s workforce must accelerate its readiness for a digital and green economy. This includes not just technical skills but the mindset to embrace lifelong learning, sustainability, and innovation.<\/li>\n<\/ol>\n\n\n\n

    Bridging these gaps requires not only sustained political will and investment but also stronger synergy between government, industry, and educational institutions. Inclusive, future-proof talent development will be key to transforming Sarawak\u2019s workforce into a true engine of economic resilience and growth.<\/p>\n\n\n\n

    Building a Workforce for Sarawak<\/strong>\u2019<\/strong>s Future<\/strong><\/strong><\/p>\n\n\n\n

    Sarawak\u2019s pursuit of a high-performance workforce is not just about meeting current labour demands\u2014it is a long-term investment in the state’s future prosperity, resilience, and global competitiveness. Through education reforms, targeted upskilling, digital literacy initiatives, and talent development policies, the state is laying the groundwork for a dynamic and adaptable human capital base.<\/p>\n\n\n\n

    Yet, as the state pushes toward its vision of becoming a developed, high-income economy by 2030, it must tackle persistent gaps\u2014skills mismatches, talent attrition, rural inequities, and evolving industry expectations. The success of Sarawak\u2019s economic transformation hinges on its ability to nurture, retain, and empower talent across all sectors and communities.<\/p>\n\n\n\n

    Moving forward, efforts must be both inclusive and future-oriented: greater public-private-academic collaboration, investments in lifelong learning and green skills, and holistic talent retention strategies will be vital. Empowering Sarawakians with the right tools, values, and opportunities today is the surest way to shape a workforce capable of seizing tomorrow\u2019s challenges\u2014and defining the state\u2019s place in the global knowledge economy.<\/p>\n\n\n\n

    References:<\/p>\n\n\n\n

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    1. Building a High-Performance Workforce: The Role of an HR Professional in the 21st-Century<\/a><\/li>\n\n\n\n
    2. Think You Know What a High Performance Workforce Is? Well, You Would Be Wrong<\/a><\/li>\n\n\n\n
    3. Abang Johari: Sarawak\u2019s GDP projected to grow above 5.0% in 2025<\/a><\/li>\n\n\n\n
    4. Sarawak tables RM15.8bil 2025 budget, largest in state history<\/a><\/li>\n\n\n\n
    5. Sarawak Aims For Prosperity & Competitiveness In 2025<\/a><\/li>\n\n\n\n
    6. Sarawak premier: Master plan for deep-sea port, airport at Tanjung Embang in final stages<\/a><\/li>\n\n\n\n
    7. Sarawak to finalise green hydrogen foray worth US$4.2b<\/a><\/li>\n\n\n\n
    8. Sarawak strengthens education with focus on TVET and relevant skills<\/a><\/li>\n\n\n\n
    9. Sarawak targets 30 pct skilled workforce by 2030 to build knowledge economy<\/a><\/li>\n\n\n\n
    10. Power plant profile: Batang Ai Floating Solar Project, Malaysia<\/a><\/li>\n\n\n\n
    11. Premier: Sarawak gears up for skilled workforce by 2030 with education reforms<\/a><\/li>\n\n\n\n
    12. InvestSarawak: Education and Human Capital Development<\/a><\/li>\n\n\n\n
    13. Sarawak Science Centre<\/a><\/li>\n\n\n\n
    14. Empowering Sarawak\u2019s Workforce: iCPD Enhances Local Skills and Competitiveness<\/a><\/li>\n\n\n\n
    15. RM23 Million Allocated For GETS-WRP To Boost Sarawakian Graduates\u2019 Employability<\/a><\/li>\n\n\n\n
    16. Fatimah: SeDidik integrates Digital Literacy into curriculum for future-ready youth<\/a><\/li>\n\n\n\n
    17. Future Skills for All: Upskilling Sarawak teachers and students with coding capabilities<\/a><\/li>\n\n\n\n
    18. Petronas BeDigital Bootcamp aims to elevate students\u2019 digital literacy in S\u2019wak<\/a><\/li>\n\n\n\n
    19. SARAWAK SKILLS SIGNS MEMORANDUM OF UNDERSTANDING (MOU) WITH EXCELERATE SDN BHD TO EMPOWER EDUCATORS AND INDUSTRIES WITH DIGITAL SKILLS<\/a><\/li>\n\n\n\n
    20. Ministry proposes State Talent Policy to increase Sarawak\u2019s workforce efficiency, reduce unemployment<\/a><\/li>\n\n\n\n
    21. Human Resource Practices and Employee Performance in Sarawak Private Higher Education Institutions (PHEIs)\/ Mediating Role of Self- Efficacy<\/a><\/li>\n\n\n\n
    22. Public Readiness and Acceptance Towards Implementation of Sarawak Digital Economy: A Case Study in Kuching, Sarawak<\/a><\/li>\n\n\n\n
    23. REGIONAL ECONOMIC IMPACTS OF NATURAL RESOURCES: THE CASE OF PETROLEUM, AND FORESTRY AND LOGGING IN SARAWAK<\/a><\/li>\n\n\n\n
    24. MINTRED Continues To Support Sarawak SMEs Amid Economic Challenges<\/a><\/li>\n\n\n\n
    25. The Effect of Covid-19 on SME Performance<\/a><\/li>\n\n\n\n
    26. Mismatch between Higher Education and Employment in Malaysian Electronic Industry: An Analysis of the Acquired and Required Competencies<\/a><\/li>\n\n\n\n
    27. THE OVEREDUCATION DILEMMA: GRADUATE SKILL MISMATCH IN MALAYSIA’S LABOUR MARKET<\/a><\/li>\n\n\n\n
    28. Low interest in STEM: Start with teachers, says Sarawak deputy education minister<\/a><\/li>\n\n\n\n
    29. Education is key to Sarawak\u2019s future<\/a><\/li>\n\n\n\n
    30. In CNY message, TYT calls for enhanced human capital investment in Sarawak<\/a><\/li>\n\n\n\n
    31. Enhancing workplace safety and workforce\u2019s skills<\/a><\/li>\n\n\n\n
    32. FACTORS INFLUENCING THE LIVING WAGE IN EAST MALAYSIA<\/a><\/li>\n\n\n\n
    33. Free Education In Sarawak: Are We Sacrificing Quality For Quantity?<\/a><\/li>\n\n\n\n
    34. Bright 2025 outlook for Sarawak, backed by growth across multiple sectors, says Sheda advisor<\/a><\/li>\n<\/ol>\n
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