Malaysia Calls for Better Workforce Planning as AI, Gig Economy and E-Commerce Reshape Jobs

Artificial intelligence (AI), the gig economy and e-commerce are changing how businesses operate and how people work in Malaysia.

As these technologies continue to grow, the government says innovation needs to be balanced with workforce planning and effective regulation to protect workers and prevent negative effects on the local job market.

Communications Minister Fahmi Fadzil said technological development should be encouraged, but not at the expense of workers' welfare, fair wages or the wider business ecosystem.

For employers and HR teams, the message is important: technology adoption is not only about productivity. Companies also need to consider how jobs, skills and workforce requirements will change.

Why Workforce Planning Matters as Technology Changes

AI and digital technologies can help businesses automate tasks, improve productivity and create new ways of working.

At the same time, these changes can affect existing jobs and create demand for different skills.

Fahmi said rapid technological developments need to be managed carefully because unchecked changes could affect workers' welfare and the existing business ecosystem. He also highlighted concerns around people losing jobs or not receiving fair wages if technological disruption is not properly balanced.

This does not mean businesses should stop adopting new technology.

Instead, employers need to consider how technology and workforce planning can move forward together.

HR teams can start by asking:

Which roles are likely to change?
Which tasks could be automated or supported by AI?
Which employees will need new skills?
What roles could emerge as technology develops?
How should future hiring requirements change?

These questions can help businesses prepare before technology creates a larger skills gap.

Malaysia Launches the Communications and Multimedia Future Skills Framework

The government has launched the Communications and Multimedia Future Skills Framework (C&M FSF) to help prepare Malaysia's communications and multimedia workforce for changing industry needs.

Led by the Malaysian Communications and Multimedia Commission (MCMC), the framework will serve as a strategic reference for talent development over the next five to 10 years. It aims to align industry needs with education, workforce skills and future employment opportunities.

The framework covers sectors under MCMC's purview, particularly:

Broadcasting
Telecommunications
Postal and courier services

The C&M FSF is intended to help government, industry and education providers better coordinate talent development as AI, digitalisation, emerging technologies and the green economy reshape the workplace.

The Framework Is Not a New Employment Law

One important point for employers is that the C&M FSF is not a new employment regulation.

The framework is focused on workforce needs, skills development and assessing how AI adoption may affect specific sectors and their longer-term planning.

For businesses, it should therefore be viewed as a workforce and talent-development reference, rather than a new legal requirement.

How AI Is Changing Jobs

AI is already changing the way some jobs are performed.

AI is affecting areas such as advertising, graphic design and production, including by speeding up processes and taking over certain tasks.

This does not necessarily mean that an entire occupation will disappear.

Instead, employees may spend less time on repetitive tasks and more time on activities that require human judgement, creativity, communication or decision-making.

For example:

A recruiter may use AI to organise candidate information while spending more time on interviews and candidate engagement.
A marketing employee may use AI for research and content development while focusing more on strategy.
A customer service employee may use AI to support routine enquiries while handling more complex customer issues.
An HR employee may use AI for administrative tasks while focusing more on workforce planning and employee matters.

This is why employers should assess how tasks and responsibilities are changing, rather than only asking whether AI will replace a particular job.

Future Skills Council Will Support the Framework

To support implementation of the C&M FSF, the government has established the Future Skills Talent Council (FSTC) under the Ministry of Human Resources, working with MCMC and the Ministry of Communications.

The Ministry of Higher Education (MoHE) will also use the framework to strengthen areas such as:

Curriculum
Micro-credentials
Graduate competencies
Training and upskilling programmes

The goal is to make education and skills development more responsive to changing technology and industry needs.

This could help create a stronger connection between what employers need and the skills that graduates and existing workers develop.

Technology Can Also Create New Jobs

The government's message is not only about protecting existing jobs.

New technologies can also create new employment opportunities, particularly for university graduates, young people and people coming through Technical and Vocational Education and Training (TVET).

Higher Education Minister Zambry Abd Kadir also highlighted the importance of technical education, with polytechnics and community colleges serving as important pathways for developing technical talent.

For employers, this means future recruitment may involve a wider range of talent pathways, including TVET graduates, technical specialists and workers who develop new digital skills through training.

Skills Mismatch Remains a Workforce Challenge

The need for stronger workforce planning comes as Malaysia continues to deal with skills mismatches.

Deputy Human Resources Minister Khairul Firdaus Akbar Khan said nearly 37% of skilled workers were recorded as not working in the second quarter of 2026.

Factors identified included a lack of job opportunities, skills mismatches and less attractive salaries in some fields.

The figure highlights an important workforce issue: having trained workers does not automatically mean that their skills match the jobs employers actually need.

For HR teams, skills planning and recruitment planning need to work together.

What the C&M FSF Means for Employers

Although the framework focuses on the communications and multimedia sector, its direction offers useful lessons for employers more broadly.

Review Jobs and Tasks

Identify roles that contain repetitive, administrative or digital tasks that could be supported by technology.

Then consider how those roles could change.

The goal should not automatically be to reduce headcount. Instead, employers can assess whether technology allows employees to take on higher-value responsibilities.

Identify Future Skills

Determine which teams will need stronger:

AI literacy
Digital skills
Data skills
Analytical skills
Problem-solving
Adaptability

The right combination will depend on the role and industry.

Reskill Existing Employees

Hiring new talent is not always the only answer.

Existing employees already understand the company, its customers and its processes. With the right training, they may be able to move into changing roles or take on new responsibilities.

Update Job Descriptions

As work changes, job descriptions may also need to change.

Employers can review whether roles require new digital or AI-related capabilities.

However, AI should not automatically become a requirement for every job. Skills should be based on what the position actually requires.

Build Continuous Learning

AI and digital technologies continue to change, so training should not be treated as a one-time activity.

Employers can build ongoing learning opportunities so employees can continue developing relevant skills as their roles evolve.

What HR Should Prepare for the Future

The combination of AI, digitalisation, the gig economy and e-commerce means workforce planning is becoming more important.

HR teams can start with five simple questions:

Which jobs are most likely to change?

Which employees could be reskilled?

What skills will we need when hiring next?

Are our current job descriptions still relevant?

How should training change as technology develops?

Answering these questions can help employers move from reacting to technological change towards actively planning their future workforce.

FAQs

What is the C&M Future Skills Framework?

It is a strategic talent-development framework for Malaysia's communications and multimedia sector covering the next five to 10 years.

Is the C&M FSF a new employment law?

No. It is a workforce and skills-development framework, not a new employment regulation.

Which sectors does the framework cover?

It focuses on communications and multimedia areas including broadcasting, telecommunications, and postal and courier services.

Prepare Your Workforce for a Changing Job Market

Technology is changing how Malaysian businesses operate. Employers need to ensure their people, skills and workforce planning keep pace with these changes.

As hiring needs continue to evolve, having the right talent in place can make it easier for businesses to adapt. AJobThing can help Malaysian employers connect with suitable talent as they build their workforce for the future.