东盟-推广商业参与模式_提升和重塑东盟技能（英）-2025_128页_32mb

报告摘要

The ASEAN region is undergoing significant transformation driven by technological advancements (Industry 4.0), digitization, and the shift to a green economy.
Up-skilling and res-killing the workforce is crucial for enhancing competitiveness, adapting to evolving industry demands, and ensuring inclusive and sustainable growth.
Challenges include the rapid pace of change requiring continuous adaptation, skills gaps, funding constraints (especially for SMEs), and the need for diverse and accessible training programs.

A comprehensive study combining business surveys, government interviews, and documented policies across all ASEAN Member States (AMS).
Focused on understanding barriers to business engagement in upskilling and reskilling, existing good practices, challenges faced by MSMEs, and regional disparities in approach.
Information included data on training programs, financial incentives, industry collaborations, and feedback mechanisms.

Rapid digitization, increased internet penetration (e.g., Indonesia as a top online user market), and booming e-commerce are key drivers needing workforce adaptation. ASEAN recorded over 400 million internet users in 2021.
AI, data analytics, cybersecurity, and automation are critical skill areas demanding upskilling. E-commerce and digital services sectors are expanding this need rapidly.
Investment in digital skills is essential for all businesses.

The shift to cleaner energy, sustainable practices, and eco-friendly technologies requires new skillsets. Green jobs are growing sectors across the region.
Training in environmental technologies, energy efficiency, renewable energy, and sustainability management is critical.
Access to and cost-effectiveness of green skills training remain challenges for many businesses.

High demand was recorded for soft skills (communication, collaboration, adaptability, problem-solving) alongside technical and digital competencies.
Key technical skills included AI literacy, data analytics, cybersecurity, robotics, renewable energy management, and sustainable production techniques.
Skills gaps are prevalent, especially in adapting existing labor to new roles in digital and green fields.

Larger corporations have better resources but still face challenges of scaling their training programs. SMEs struggle with insufficient funds, limited access to training resources, and difficulties in articulating training needs.
Training delivery typically uses a mix of online/digital, face-to-face, workshop, and mentorship formats. Online/digital delivery is growing in importance.
Return on investment (ROI) is acknowledged, but its measurement is challenging, especially for soft skills and long-term benefits.

AMS have implemented diverse policies like Skill Development Funds, tax incentives, curriculum updates, and sector-specific programs.
Public-Private Partnerships (PPPs) are common but not always effectively structured or accessible to SMEs.
Efforts include TVET reform, industry alignment, skills certifications, and promoting green skills through national declarations and programs.

Countries like Singapore and Malaysia show higher levels of structured HRD culture and investment. Others have made strides in specific sectors.
Common challenges across AMS include ensuring skills relevance to industry needs, bridging urban/rural divides, scaling microcredentials effectively, simplifying tax incentives, and securing business feedback into policy.
Both digital and green skills are increasingly prioritized but require significant and sustained investment.

Integrating green skills, gender equality, and disability-inclusive development into TVET programs is mandated.
Training programs must ensure access and suitability for women, persons with disabilities, rural populations, and marginalised groups.
Enforcing reasonable accommodation policies and gender-responsive training content is crucial.

The ASEAN workforce faces significant transformation pressure due to technological advancements and the green transition.
Successful business engagement in upskilling/reskilling requires a holistic approach by the public, private, and educational sectors.
Vietnam, Singapore concrete examples demonstrate specific scale-up strategies for targeted skill domains.

Prioritize workforce development as a business strategy, allocate resources for training, especially when upskilling for future roles.
Diversify skill offerings and job profiles to include digital and green competencies to enhance competitiveness and market viability.
Explore innovative funding mechanisms and survey techniques to assess ROI more accurately.
Leverage government incentives and collaborate with TVET institutions for mutual benefit.

Strengthen workforce data collection and forecasting to anticipate future skill needs and aid policy formulation.
Scale up digital skills training platforms to ensure wider reach and inclusivity.
Deepen financial incentives for all sizes of enterprises to encourage systematic training, including tiered cost-sharing models tailored to MSME needs.

Modernize TVET programs to closely integrate hands-on, Industry 4.0 relevant training, including work-based learning models.
Forge stronger partnerships with businesses for co-designing curricula and providing opportunities for practical application.

Assess the impact of different government administrative structures on SME engagement in training.
Evaluate the effects of targeted financial support specifically aimed at improving training participation by MSMEs.
Review the communication methods used by different AMS to raise awareness about available skills programs among potential trainees.

Data compiled from Country HRD Readiness reports by the ASEAN Secretariat.
Surveys and interviews with businesses and government agencies.
ASEAN Declarations on Labour, HRD, Skills Development, and Industrial Transformation.
Literature Review including skills-related research reports.
ASEAN Report on Labour Productivity and Skills Development.

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