Should employers invest to upgrade their workers’ skills, only to see them leave for a higher paying job later? Yes, because they are investing in their company’s future too. As with all investments, the higher the risks the higher the returns. 

THE Malaysian government has a practical channel for employers to train and retrain their workers through the Human Resources Development Fund (HRDF), launched in 1993 by the Human Resources Ministry. 

The fund acts as an incentive for employers to raise the skills and knowledge of their workers to better achieve efficiency, effectiveness and productivity. 

But since the launch of HRDF, how many companies have utilised the fund? 

Not nearly enough. Not only can there be greater participation from bigger corporations, more small and medium enterprises, which are an important engine of growth of the country, should also get into the act. 

The fund actually gives employers a say in determining what skills are needed, what support should be given and how much funding is required. 

To be eligible for grants from the fund to subsidise the cost of training, a company should have 50 or more workers and contribute 1% of their monthly payroll for six months or more. 

The fund is certainly advantageous for employers. Companies that strive to succeed in this age of technology and in a globalised market should have a workforce that is not only well skilled but one with high adaptability and ability to learn. 

Companies are hopefully not shying away because they view the 1% contribution as insignificant and that they can’t hope to get big returns for such a small price. 

Another possible reason that the fund is not fully utilised is because employers are not fully aware of its benefits. This is not unusual. The Government has created numerous incentives and funds to assist the people, socially and economically, but often times they do not reach the target group because of the lack of awareness. 

Organisations representing employers and the various industries can play a part in highlighting the benefits of the fund to their members. 

At the same time, organisations for employees can let their members know the availability of such a fund and encourage them to pursue it with their employers for their own betterment. 

I believe one key reason employers are not stepping up to the plate is lifelong learning is still seen in Malaysia as an individual commitment rather than a responsibility of employers or a necessity for a company. 

Unfortunately, some employers perhaps believe in the axiom “You can’t teach an old dog new tricks” when they should embrace the concept of lifelong learning and that “You’re never too late or old to learn”.  

The benefits of having a skilled workforce are obvious in today’s economy and the Government has not been barking up the wrong tree in its call for knowledge workers. What better way to achieve this than through education and training? 

Employers may have qualms about sending their workers for training because it would mean loss of man-hours and they probably think that their workers are already good at what they are doing. Why fix what is not broken? 

Furthermore, why would employers want to spend time and money to upgrade their workers' skills only to see them leave for a higher paying job at their expense? 

But employers, as agents of lifelong learning, need to see the big picture. It is an investment, not only in the employees but in the company’s future. Like all investments, there are risks and the higher the risks the higher the returns. 

And for Malaysian companies to surmount the challenges that come with a globalised economy, the risks would be well worth it.