Latest news with #SyedHussain
Free Malaysia Today
2 days ago
- Business
- Free Malaysia Today
Close structural gaps to achieve economic goals, govt told
Malaysia has become the world's 23rd most competitive economy, according to an international ranking, rising 11 places from last year. (Envato Elements pic) PETALING JAYA : For businesses and employers, addressing structural problems and inadequacies must be front and centre in any effort to take the Malaysian economy to the next level. As the Malaysian Employers Federation (MEF) and Small and Medium Enterprises Association of Malaysia (Samenta) pointed out, challenges such as the shortage of talent and too much red tape must be sorted out before the country can achieve its goal to be among the world's top 12 economies by 2033. Syed Hussain Syed Husman. MEF president Syed Hussain Syed Husman said Malaysia continues to face structural gaps in multiple areas. 'We are weak in innovation, the talent pool in artificial intelligence (AI) and data analytics is shallow, and we are slow in adopting automation and cybersecurity,' he told FMT. He also pointed out that there is a persistent mismatch between the skills that graduates have acquired at university and what industry actually needs. 'We must tackle these issues now if we are serious about competing with the world's best,' he said. In its World Competitiveness Ranking 2025 list released this week, the International Institute for Management Development (IMD) has placed Malaysia at number 23, up 11 places from the previous year. The 69 countries covered in the IMD survey were evaluated in five key strategic focus areas, namely workforce development, digital and AI adoption, private sector-led research and development (R&D), regulatory reforms, and supply chain resilience. Switzerland tops the list, followed by Singapore, with Hong Kong rounding off the top three. Elaborating on the failure of the education system to produce graduates who can meet industry needs, Syed Hussain said many training modules are now outdated, having failed to keep up with the demands of fast-evolving sectors. He singled out fast-moving sectors such as AI, cybersecurity, fintech, renewable energy and e-commerce as those sectors that are affected. He attributed this to 'insufficient employer involvement' in technical and vocational education and training as well as the Human Resource Development Corporation training programmes. 'The skills development ecosystem is also fragmented across ministries and agencies,' he added. As a result, he said, small and medium enterprises (SMEs) continue to struggle with automation due to high upfront costs and limited awareness of return on investment. On digital transformation, Syed Hussain said businesses outside urban centres still face barriers such as poor access to high-speed internet and 5G networks. At the same time, the talent pool in AI, data analytics, and cybersecurity remains limited. 'Malaysia faces a persistent gap in high-demand tech areas, leading to a dependence on foreign expertise,' he said. He said R&D in Malaysia is also largely driven by the government, with low commercial returns posing a deterrent to private sector involvement. Syed Hussain added that Malaysia's reliance on low-margin manufacturing makes it vulnerable to global trade shocks. 'Many local firms lack the scale, certification or access to financing needed to break into foreign markets,' he said, adding that a logistics infrastructure was needed to diversify trade. Reforms working but must be sustained Samenta chairman William Ng said that while he welcomed the country's improved standing in the IMD ranking, he also stressed that this is not the time to be complacent. William Ng. He said consistent policies, improved R&D support, and greater private sector participation are needed for Malaysia to break into the ranks of the world's top 12 economies by 2033. Ng credited recent initiatives such as the Reformasi Kerenah Birokrasi (RKB) and the creation of the Business Efficiency Task Force for contributing to the positive momentum. However, he warned that longstanding challenges remain, especially on ensuring that national policies are not frequently changed and reducing red tape for firms to do business. Ng said Malaysia's improved position ahead of Thailand, Indonesia, and the Philippines signals that reforms are working, but they must be sustained and supported through a whole-of-nation approach. 'The government alone cannot effect these reforms. Businesses, including our SMEs, must move up the value chain for Malaysia to become even more competitive and to future-proof our economy for generations to come,' he added.
The Sun
01-06-2025
- Business
- The Sun
‘No' to regulating after-hours engagement
PETALING JAYA: The Malaysian Employers Federation (MEF) has weighed in on the rising debate around the need to regulate after-hours work-related communication. MEF president Datuk Syed Hussain Syed Husman emphasised that while employee well-being must be respected, rigid laws could negatively impact business flexibility and competitiveness. 'While the Employment Act 1955 outlines clear parameters for working hours and overtime, it does not specifically address after-hours digital communication, especially with the rise of remote and flexible work arrangements. 'Employers should cultivate a workplace culture that respects personal time, while also ensuring continuity in urgent situations,' he said. According to MEF, a one-size-fits-all 'right to disconnect' policy is unsuitable for Malaysia's diverse economic landscape. The federation supports flexible, company-specific policies crafted through mutual understanding between employers and employees. 'The goal should be to promote well-being and productivity, not bureaucracy and disruption,' he added. Syed Hussain said many employers now realise frequent after-hours engagement can lead to burnout, low morale and reduced productivity. However, he acknowledged that certain roles, such as customer service, crisis response and international operations may require after-hours availability. Despite concerns, MEF does not support amending the Employment Act 1955 to include clauses restricting after-hours communication. 'Such amendments would disrupt operational flexibility, particularly for sectors with global clients, 24/7 operations or critical response needs.' He warned blanket legal provisions could lead to unintended consequences, such as reduced responsiveness, weakened client relationships and disrupted real-time coordination. Instead, MEF promotes internal policies, awareness-building and voluntary best practices as more practical solutions. It also outlined several challenges employers would face if a 'right to disconnect' law were implemented. One significant concern is operational inflexibility, especially in healthcare, logistics, IT and finance sectors that operate beyond standard hours and rely heavily on timely communication. Another challenge is the potential reduction in global competitiveness. Delayed responses to international clients could harm business relationships and impact a company's standing in the global market. He also said the mismatch between rigid laws and job functions where after-hours engagement is often necessary, such as for senior executives or sales personnel. Additionally, legal ambiguity in defining what exactly constitutes 'work-related communication' could lead to disputes and confusion between employers and employees. There is also the administrative burden to consider. Employers would need to revise employment contracts, implement tracking systems and invest in compliance infrastructure – a task especially challenging for micro, small and medium enterprises. Instead of legislation, MEF encourages organisations to adopt internal guidelines that clearly define urgent versus non-urgent communication, set reasonable expectations and promote the use of scheduling tools to delay email dispatches after working hours. MEF firmly believes that any policy around after-hours communication should be tailored by sector, allowing critical industries like healthcare and logistics to retain operational flexibility. 'We're open to collaborating with the Human Resources Ministry, Malaysian Trade Union Congress and other stakeholders to develop sector-specific guidelines that ensure operational needs are met,' Syed Hussain said. He also recommended training for managers on respectful communication practices and promoting digital wellness without compromising productivity. Syed Hussain urged all stakeholders to strive for a fair and flexible approach. 'The workforce is our greatest asset. 'By fostering respect, flexibility, and clear communication, we can create a sustainable work culture,' he said.
Free Malaysia Today
29-05-2025
- Business
- Free Malaysia Today
Master's degree does not guarantee higher pay, says SME group
A mismatch in the labour market has forced many master's degree holders to accept jobs that require lower qualifications and, along with it, lower salaries. (Freepik pic) PETALING JAYA : The perception that master's degree holders are earning less than expected given their qualifications only holds true in certain cases, says SME Association Malaysia president Chin Chee Seong. He said the problem stems from a mismatch in the labour market in Malaysia. 'There are limited roles that specifically require postgraduate qualifications, forcing many to accept lower-paying jobs typically held by degree holders,' he told FMT. Sharing his view is Malaysian Employers Federation (MEF) president Syed Hussain Syed Husman, who pointed out that the relevance of some postgraduate qualifications is limited. Chin Chee Seong. Chin said the Malaysian job market has yet to reach a stage where there is a need for more of those with a master's degree. 'Employers are not averse to paying higher salaries. The question is whether or not it is necessary or justified,' he pointed out. Chin said the association has been urging the government to invest in tech-based industries and to push more small and medium enterprises (SMEs) to adopt advanced technology. He said that when industries embrace digitalisation, the need for specific technical skills that come only with postgraduate qualifications rises, making employers more willing to offer higher salaries. He noted that SMEs in some sectors, such as IT services, already offer 'relatively high' starting pay, with fresh graduates earning RM4,000 to RM4,500, depending on the role. Those with a master's degree in fields like computer science are more likely to earn higher wages, Chin said. However, postgraduates in areas like human resources or administration may not see the same returns, as these roles only require degree holders. A recent report by Permodalan Nasional Bhd (PNB) Research Institute said master's degree holders have seen a 10% decline in real wages in the decade leading up to 2022, compared with just a 4% drop in the previous corresponding decade. In contrast, degree holders saw a slight improvement in wage growth over the same period. Syed Hussain Syed Husman. Syed Hussein said factors such as underemployment and an oversupply of graduates have also contributed to wage stagnation. 'Without a corresponding increase in productivity and business performance, employers are unlikely to raise wages simply because an employee holds a higher academic qualification,' he told FMT. Syed Hussain said postgraduate degrees still offer value in specialised fields such as data science and engineering, but unless qualifications align with evolving industry needs, wage challenges for master's graduates will persist. He called for closer collaboration between academia and industry to ensure postgraduate programmes are aligned with market needs. The rate of skills-related underemployment stood at 37% in the second quarter of 2024, deputy economy minister Hanifah Hajar Taib said last year. He added that youth unemployment also stood at 10.6% for the fourth consecutive month in February, involving 306,600 people, which some attributed to a skills mismatch.
New Straits Times
25-05-2025
- Business
- New Straits Times
MEF: Education-industry mismatch leaves graduates ill-prepared for modern workplace
KUALA LUMPUR: Malaysia's education system is churning out graduates who are ill-prepared for the demands of the modern workplace, the Malaysian Employers Federation (MEF) has warned. Its president, Datuk Syed Hussain Syed Husman, said many graduates emerged with academic credentials that do not sufficiently prepare them for the practical demands of today's job market. "MEF has expressed concern over the persistent issue of job mismatch in the labour market. The current education system produces graduates who are not aligned with industry requirements. "Many of them have academic backgrounds that are too theoretical and do not match the skills needed by employers, particularly in fast-evolving sectors such as technology, green energy and advanced manufacturing," he told the "New Straits Times". He said the system was not aligned with industry demands, leading to many young Malaysians entering the workforce without the capabilities needed to thrive. According to the recently released Gaji Cukup Makan economic report, 70 per cent of graduates are employed in semi- and low-skilled jobs, while only 30 per cent secure high-skilled roles. Syed Hussain said the country continued to produce an oversupply of graduates in fields, such as business studies and social sciences, while there was a persistent shortage in critical areas like engineering, data science, skilled trades and technical or vocational disciplines. "Underemployment — where graduates work in roles below their qualifications — reflects inefficiencies in the labour market. It also devalues higher education and contributes to low wage growth and job dissatisfaction," he said. To address this, MEF is urging institutions of higher learning to align academic programmes with real-world workplace skills, particularly in areas such as digital literacy, communication and problem-solving. He called for stronger partnerships between industry and academia to ensure courses better reflect current market demands. "We have long advocated for enhancing Technical and Vocational Education and Training (TVET). "It should be seen as a first-choice pathway, rather than a last resort. "Employers should also be incentivised to offer TVET-related internships and apprenticeships to connect training with employment directly," he said. Syed Hussain said MEF proposed expanding public-private training schemes, including micro-credentials and short-term certification programmes, to help unemployed or underemployed graduates upskill themselves and transition into high-demand roles. On the role of employers, Syed Hussain said the private sector must take proactive steps to bridge the skills gap and absorb more graduates into high-skilled roles. This includes offering structured on-the-job training and mentorship programmes and collaborating with government bodies, such as the Human Resource Development Corp, to design targeted upskilling initiatives. "Employers should co-develop curricula with universities and polytechnics, as well as offer meaningful internships and adopt skills-based recruitment practices that focus on competencies rather than just academic qualifications," he said. He added that MEF supported the use of artificial intelligence-powered job-matching platforms that align graduates' skills with high-skilled roles and provide clear career pathways within companies to help young employees understand their prospects for growth. Syed Hussain called on the government to expand incentives for companies that hire graduates in fields aligned with their training. "Financial incentives, such as tax breaks, subsidies and grants, will encourage businesses to hire graduates in their specialised fields. "This will reduce graduate underemployment while boosting innovation and national competitiveness," he said. He added that such measures would improve job satisfaction, wage growth and career development for youth, helping to build a stronger and more resilient workforce.
The Star
21-05-2025
- Business
- The Star
MEF urges careful rollout of WFH during Asean Summit
PUTRAJAYA: The Malaysian Employers Federation (MEF) agrees with the government's move to allow employees in the public sector to work from home (WFH) during the 46th Asean Summit but suggests that the implementation be thoroughly considered. MEF president Datuk Dr Syed Hussain Syed Husman said the measure is important to ensure that WFH does not negatively affect business productivity, especially for companies operating in areas involved in the high-profile event. "MEF believes WFH can help ease traffic congestion during the event, but its implementation must be carefully planned. ALSO READ: 46th Asean Summit: Road closures and diversions in Klang Valley announced "Cooperation between the government, employers, employees or unions is essential to ensure a balanced and effective approach," he said on Wednesday (May 21). "Before WFH is implemented, it is crucial to hold engagement sessions with stakeholders, particularly private businesses and local authorities, to ensure the initiative does not adversely affect productivity for those impacted during the summit." Syed Hussain said, however, the WFH implementation in the private sector could face challenges as not all employers have efficient, flexible work management systems. "If businesses cannot operate physically, small and medium enterprises such as restaurants, transportation and nearby services may suffer losses. "Therefore, WFH implementation must align with each company's capacity and needs, including in terms of technology, data security and employee performance monitoring,' he said. ALSO READ: Civil servants apply for WFH during Asean Summit He also said the government's move to allow WFH during the summit reflects a prudent approach, showing that the government continues to function normally while temporarily adjusting to support the success of the international event. "If implemented well, this WFH initiative could serve as a stepping stone for a broader hybrid work policy in the public sector. "It aligns with global trends that recognise work-life balance and the use of technology to improve public service efficiency,' he said. On May 7, the Public Service Department (PSD) announced that civil servants expected to be affected by traffic congestion during the summit, which begins with senior officials' meetings on Friday (May 23), are encouraged to apply for WFH. PSD said in line with the government's commitment to strengthening public service continuity and the well-being of the people, WFH implementation for civil servants would continue to be carried out flexibly and subject to current regulations. ALSO READ: Asean Summit: 71 schools in S'gor, KL allowed to carry out online learning from May 26 to 28, says ministry On May 15, PSD director-general Tan Sri Wan Ahmad Dahlan Abdul Aziz said several ministries, agencies and departments had started receiving WFH applications from civil servants. He did not reveal the number of applications received but stated that some had already been approved. Meanwhile, Putrajaya Indian Civil Servants Association (Imaiyam) chairman Dr Sathiskumar K. Muthusamy said the WFH approach strengthens work-life balance for civil servants and presents Malaysia as a country that supports modern, family-friendly and resilient work practices. On whether or not WFH would reduce work productivity, he said that for the most part, public servants are already familiar and skilled with digital systems. "In some cases, productivity increases because of fewer disruptions, such as time lost in traffic congestion, which in turn leads to more flexible time management. "WFH can also be seen as an opportunity to prove the ability to work flexibly without compromising service quality,' said the senior occupational health medical officer at Hospital Putrajaya. The summit will see ministerial-level meetings on Sunday (May 25), while the leaders' summit will commence the following day. Themed "Inclusivity and Sustainability", the summit aims to serve as a foundation for regional and global engagement. Malaysia is committed to strengthening Asean centrality, fostering economic cooperation and championing the principles of inclusivity and sustainability. – Bernama
