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M A L AY S I A D I G I TA L I N D U S T R Y 2 0 1 7 TA L E N T I N D I C AT O R S

2 0 1 7 W O R K F O R C E

355,119

12%

88%

ForeignTalents

LocalTalents

37%

63%

Nearly 67% of the companies indicated that

freelance jobs have brighter prospects,

mainly in emerging areas such as FinTech and

e-commerce particularly due to volatility in project

requirement.

More than 88% of current talents in digital industry are local; with majority having more than 3 years of experience

Digital Talent Report, 2017 cover profiling of current workforce, trends in industry academia collaboration, profiling of graduates supply, forecast of workforce, gaps in talent supply and demand within the Malaysian Digital Industry and strategic plans for talent development going forward.Source: Survey with Companies and IHLs

65%More than

3 yearsexperience

1-3 yearsexperience

less than 1 yearexperience

23%

12%

63% BusinessDeliveryStaff

37%Supporting Staff

70%

M A L AY S I A D I G I TA L I N D U S T R Y 2 0 1 7 J O B F U N C T I O N S T R E N D

Currently 70% of jobs are related to the user

group


UseContact Centre Agent (Inbound), Technical Helpdesk Analyst, Accounting Analyst, Business Analyst, Digital Artist, IT Sales Engineer

More than 80% are users

70% are users

51% are creators

23%CreateCustomer Support Engineer, Programmers/Developers, Software Engineer, Technical Support Engineer, Software QA Engineer

7%ManageHead of Operations – Shared Services, Team Lead, Contact Centre Manager, IT Manager, Head of Performance Management

Comparison toOther Countries

M A L AY S I A D I G I TA L I N D U S T R Y 2 0 1 7 H U M A N R E S O U R C E S I N D I C AT O R S


AverageStartingSalary

SalaryIncrementfor 2017

Top Recruitment Criteria For Attrition

Average monthly salary offered to Fresh Graduates in 2017 was between

RM 2750

RM 2470

RM 2450

B D A

G B S

Software/ Hardware Development

RM 2000- RM 2750

6.2%

The average increase in salary for 2017 is estimatedat

Cybersecurity sector is expected to offer the highest increment rate followed by FinTech and GBS.

Cybersecurity

5.8%. Fintech

5.7%. GBS

Salary and personal reasons are the biggest causes of attrition in the industry. That stated, reasons such as “End of Contract”, “Job satisfaction”, and “Work Pressure” are also prominent in causing high attrition

“Work time flexibility” and “Training” are the top benefits being offered to employees to curb/ reduce attrition

17%Malaysians

6%Non-Malaysians

15%Overall

GBS

Software/ Hardware Development

IoT

19.1%

15.0%

14.2%

Experienced Candidates

Fresh Graduates

Years of Experience

CGPA (3 and above)

Field of Study

Interpersonal skills

Technical Knowledge

Field of StudyInterpersonal skills

Employable Graduates:About 55% of the current

graduates have 3 and above CGPA

5.1%

M A L AY S I A D I G I TA L I N D U S T R Y 2 0 1 7 TA L E N T I N D I C AT O R S


355,119

21% 20% 18% 19% 21%

2 0 1 7 W O R K F O R C E J O B S B Y 2 0 2 0

540,000

Strong government commitment is a critical driver in propelling Malaysia’s digital scene. Talent requirement to grow by 15% over the next three years to reach 540K job by 2020s due to business expansion and a favourable economic outlook driven by five focus areas

GBS CCT e-Commerce IoT Fintech

Talent requirement to grow by

over the next three years15%


Software DevelopmentDatabase managementNetworking and Network SecurityCreative MultimediaE-CommerceOS and Server TechnologiesBig Data & Analytics (BDA)CybersecurityEmerging TechnologiesEnterprise Resource Planning (ERP)Embedded SystemHardware Design

JavaMS SQLCISCOAdobe Creative Suitee-commerce platform iOSPythonRisk assessment & managementArtificial IntelligenceSAP Business All-in-OneEmbedded JavaSemiconductor physics

JavaScriptMy SQL IP, SIPAutodesk SuiteWeb developmentLinuxData ScienceCyber LawsAutomation and roboticsOracle e-Business SuiteC/C++Power Electronics

.NetOracleSecurity ManagementApple Final Cut StudioWeb analyticsAndroidData WarehouseData Loss PreventionIntegrated Automation/ IoTMS DynamicsAssembly LanguageThermal/Mechanical

Skill Category Demand Top Skill 1 Top Skill 2 Top Skill 3

Human Resources

Finance

Foreign Language

Recruitment & selection

Knowledge in accounting softwareJapanese

Training & development

Tax filing & compliance

Korean

Career development / talent ManagementFin. Services Risk managementMandarin

19%

18%

9%

By 2020, 50% of the companies would require talent related to software development, followed by database management and networking and network security

HR management and finance are the top non-technical skills areas companies are looking into 2020.

12 3

M A L AY S I A D I G I TA L I N D U S T R Y 2 0 2 0 S K I L L S D E M A N D T R E N D

50%42%32%24%23%23%22%21%20%16%14%12%

Job Titles that might be difficult to fill up in 2020M A L AY S I A D I G I TA L I N D U S T R Y 2 0 2 0 J O B F U N C T I O N S T R E N D


Focus Area Job TitleContact Centre Agent (Inbound)

Programmers/ Developers

Digital Artist

Security Specialist

Programmer/ Developer

Software AQ Engineer

Technical Helpdesk Analyst


Network Engineer

Accounting Analyst

Solution Architect

Animator

Security Analyst

Data Analyst

Solution Architect

Customer Support Engineer

Database Architect

IT Security Specialist

Financial Analyst

Software QA Engineer

3D Modeler

Incident Responder





Computer Operator

GBS

Infotech

CCT

Cybersecurity

BDA

IoT

FinTech

E-Commerce

Cloud/ Datacentre

M A L AY S I A D I G I TA L I N D U S T R Y H U M A N R E S O U R C E S C H A L L E N G E S I N 2 0 2 0


34%No Shortage

24%Intermediate (4 to 7 years’

of experience)

21%Experienced (More than 7 years’ experience)

12%Junior (1 to 3 years’ experience)

10%Fresh Graduate (Less than 1 year of experience)

Employee Group that will face shortage Challenges with Recruitment

Getting candidates with required technical and interpersonal skills, compensation and benefits are the main HR challenges

Recruiting employees with both technical and business/ interpersonal skills

Recruiting employees with experience

Recruiting employees with skillsets required for the job

Compensation and benefits to retain employees

59%

48%

47%

34%

Of the total graduates in 2016, 44,219 were from digital technology programmes. Majority of digital technology talents are qualified in electrical and electronics engineering, IT, and creative technology/arts.

M A L AY S I A D I G I TA L I N D U S T R Y 2 0 1 7 F R E S H G R A D U AT E S S U P P LY

33%Electrical andElectronic Engineeringand Telecommunication

19%InformationTechnology

17%Creative Technology,Design, Music, Fine Arts

10%Computer Designand Graphics

5%Computer Applicationand Development

10%ComputerScience

Estimated Growth in Supply (2017-2020)

37% (44,219)Graduates related to digital technology

119,240Total Graduates

Overall

Creative/ Art

Engineering 3%

8%

1%

IT/ CS 13%


60,900

69,700

Numberof FreshGraduates

SurplusSupply8,800

In 2020, a surplus in supply is estimated due to large influx of graduates from Business Studies field of studyIn 2020, a surplus in supply is estimated due to large influx of graduates from Business Studies field of studyM A L AY S I A D I G I TA L I N D U S T R Y G A P I N F R E S H G R A D U AT E S S U P P LY A N D D E M A N D I N 2 0 2 0


Dem

and

Supp

ly

17,800Business StudiesSurplus in Supply

-4,900Creative/ ArtsShortage in Supply

-1,200IT/ CSShortage in Supply

-2,900EngineeringShortage in Supply

Cre

ativ

e/ A

rts

Engi

neer

ing

IT/

CS

Busi

ness

Stu

dies

Top 3 Technical Skillsthat is estimated to havehighest shortages amongfresh graduates in 2020

-14,100

-6,400

-2,900

EmergingTechnologies

HardwareDesign

OS and ServerTechnologies

The most common form of industry collaboration with education institutions is hosting internship programmes for students I N D U S T R Y – A C A D E M I A C O L L A B O R AT I O N


Current Forms of Collaboration

Internship forstudents

57%Industrial training

for lecturers

12% Dialogue oncurrent trends

15%94% of IHls and 67% of companies believe that that internship are quite effective as it exposes and prepares students for working life

Lack of time and resources is the primary factor restricting collaboration betweenindustry and educational institutions in actively seeking out such opportunities

FA C T O R S H I N D E R I N G I N D U S T R Y – A C A D E M I A C O L L A B O R AT I O N


Industry View IHLs View

53%We do not have the

resources and time to actively seek out such

opportunities 71%We do not have the resources/ time to actively seek out such opportunities

Education institutions are not receptive to such engagements 15% Industry is not

receptive to such engangements19%

Such engagements do not ensure alignment

of the education system and the skills

required

11%Such engagements do not ensure alignment of the education system and the skills required

6%

% of Respondents

IHLs believe that developing course materials together is one of the main forms of strengthening industry-academia collaborationWAY S T O S T R E N G T H E N I N D U S T R Y- A C A D E M I A C O L L A B O R AT I O N


Dialogue on current trends

Real world case studies assignment

Develop course materials together

Internship for students

Dialogue on current trends

Real world case studies assignment

Industry View IHLs View

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