Institute of Labour Market Information and Analysis (ILMIA)
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Soalan Lazim

What is the function of ILMIA?

ILMIA serves as an information centre for labour data and analysis for the Malaysian labour market. At ILMIA, we are responsible for ensuring that data is accurate and up to date as well as facilitating data sharing with users. ILMIA is also the agency responsible for conducting research / studies on the labour market in Malaysia. The results of these studies will be published and used as a guide for policy-making relating to national labour.

What kind of data can be obtained from ILMIA?

Among the data that are available are data on key labour market indicators, supply and demand by economic sectors and NKEAs, average wage according to sectors, and skills by occupation.

Who uses ILMIA Portal?

ILMIA aims to inform users that are government, independent researchers, self-employed and employers, employees, students and public. The ILMIA portal can be used by all categories of user and strives to use language that is simple, non-technical and easily understood by all.

From where does ILMIA source the data that it analyses?

Data sources are obtained principally from several government agencies such as the Department of Statistics, Ministry of Education, Bank Negara Malaysia, the Economic Planning Unit, Ministry of Human Resources and others, including the private sector if made available.

What is the difference between the terms 'Labour Force' and 'Workforce'?

The term 'labour force' refers to all people in Malaysia aged between 15 and 64 years who are at work or unemployed. The 'Workforce' is another category which includes those who do any work for pay, profit or family gain (whether as employer, employee, self-employed or unpaid family worker).

What is the definition of 'Unemployment' and the 'Unemployment Rate'?

  • 'Unemployment' means the population aged between 15 and 64 years in the labour force category who are willing to, and actively looking for, work.
  • 'Unemployment rate' means the number of unemployed compared to the total labour force expressed as a percentage.

What is meant by 'Outside The Labour Force' and how does it differ from unemployment?

'Outside the labour force' refers to those who are not classified as employed or unemployed, such as housewives, students, retirees and those not interested in finding employment. Unemployed, on the other hand, means those who have yet to get a job but are willing to, and actively seeking, work.

Is the unemployment rate in Malaysia better than in other countries?

Overall, the unemployment rate in Malaysia is on average 3.4% (2016). This rate is lower than that in Australia (5.8%) and Brazil (5.6%). Malaysia's unemployment rate is basically stable and some would consider that full employment in the economy has been achieved. Although, in principle, a lower unemployment rate indicates the economy is steady, the unemployment rate will not reduce to zero as there will always be unemployment due to frictions or timing lags, as a result of, for example, employees moving to new jobs or changes in technology.

How can i get hold of books published by ILMIA?

Books and journals published by ILMIA are available online (softcopy) in the publications section. In addition, users can apply in writing or visit ILMIA's office to get printed copies.

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A Talent Gap Study for the Communications Sector in Malaysia

A Talent Gap Study for the Communications Sector in Malaysia

 

This study was initiated in 2014 within a partnership arrangement of the Malaysian Communications and Multimedia Commission (MCMC) and ILMIA to analyse the talent requirements of the Communications Sector. The Malaysian Communications landscape with a penetration of more than 140% has expanded vigorously both by subscriber numbers and in sophistication in service offerings. In the future, further expansion will be driven by the usage of mobile data and broadband (both fixed and mobile). The critical question is whether Malaysia has the right talent strategy in place to deal with these dynamic changes and sustain the growth momentum. The study focused principally on the Telecommunications Sub-sector and assessed current and future manpower issues for wireless and fixed line technologies, information and network security and emerging technologies (like Cloud computing & Big Data analytics) impacting the communications industry. A job classification framework was developed comprising 29 key job families, 139 job roles and 316 technical competencies relevant for the selected focus areas. Current and future talent workforce needs were assessed in the context of industry demand and workers coming from educational and training entities. The telecommunications sector workforce must be adaptable and agile to meet the ever changing dynamic industry trends, pointing to the need for constant re-skilling of workers. Job talents were very varied across each of the focus areas; critical job roles and competencies were identified. Talent management will emphasize exposure in an innovative environment, a structured career path and attractive rewards enhanced by training incentives.

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