2025亚太地区技能影响调查报告

ContentsAbout the StudySurvey Demographics1Executive Summary and Key Takeaways2Skills at the Forefront: Shaping HR Priorities3SkillsManagement:Identification,Assessment,andGovernance4Skills in Action: Enhancing Talent Practices5Barriers for Skills Initiatives Progression6LookingForwardAbout AonContact 34511172434373939 A global conversation has emerged regarding skills, particularly in relation to “hot skills.”The 2025 APAC Skills Impact Survey aims to explore this subject in greater depth. Our objective isto understand how organisations across the Asia Pacific, a region renowned for its diversity andrapid growth, are addressing this subject. We sought to determine whether these organisations areprogressing beyond simply identifying “hot” in-demand skills. Do organisations genuinely recogniseskills as valuable assets, and are they beginning to prioritise skills over experience?This report examines how organisations incorporate skills into their decision-making processes.We analysed whether they possess the requisite data, infrastructure, expertise, and governance tosupport their skills initiatives. Furthermore, we investigated the common challenges organisationsface in this context.A key focus of the report is how organisations leverage skills-related data throughout the employeelife cycle. For skills to hold significance, they must influence decisions made at every stage ofan employee’s journey. We assessed the maturity of organisations in implementing skills-drivendecision-making.We would like to express our sincere gratitude to all the participants who shared their practices andinsights for this survey. Their invaluable contributions have been essential to our findings.We hope this report provides useful guidance as you begin or refine your own skills journey.About the Survey Survey Demographics9%28%Organisation Size (Number of Employees)41%29%20%10%Below 1,0001,001-10,00010,001-50,00050,000+AustraliaCambodiaMainland ChinaMarkets CoveredAn adequate sample size is critical to produce meaningful results. To illustrate geography-specific insights, we placed a strict minimum thresholdon respondent numbers. The locations and territories bolded above met the threshold for analysis.Respondents’ Roles / Function Profile:●Human Resources●Marketing●Operations●Leadership Hong Kong SARIndiaIndonesia NewZealandPhilippines JapanLaosMalaysia Executive Summaryand Key Takeaways 2025 APAC Skills Impact Survey ReportEmerging Value of SkillsTop 3 Talent Priorities over next 2-3 yearsAmong those with the Top 3 priorities61%Across APAC90%In particular,48%Talent Attractionand RetentionStrong Benchof LeadersWorkforce Agilityand Resilience 2025 APAC Skills Impact Survey ReportSkills Maturity CurveAon’s perspective to determine maturity in managing skillsFoundationalUnderstand SkillsandGaps●Market Insights forSkills Gaps●Current Workforce SkillsBaseline Assessment1ReactiveEstablish a StandardSkills Framework●Skills Framework Design(Current and Future)●Skills-Based TalentIdentification●Paths for Upskilling/Re-skilling of Employees2Building Foundation – Managing Skills RelatedData and Infrastructure ProactiveRefineandTailorSkills Strategy●Skills-BasedJob Analysis●Collaborative Ownershipwith Functional Teams●PersonalisedUpskilling/ Re-skilling3AdvancedMature and Integrate●●●●●4Skills in Action – Integration with HR Practices 2025 APAC Skills Impact Survey ReportManaging Skills-Related DataApproximatelyOrganisations are at the criticalstage of developing talent strategiesand programmes tailored aroundnew and future skills40%Have Skills Framework, that iscommonly based on departments,job families or role specific68%Across APAC●Market insights, though valued, are rarely integratedinto skills frameworks.●There is limited use of objective skills assessmenttools (e.g., skills tests, technical training, and KPIs),with only modest progress in a few APAC markets likeAustralia, Singapore, and Malaysia.●Moving from a reactive to a proactive approachrequires agile, organisation-wide skills frameworksthat are integrated with job architecture andcollaboratively managed by functional teams.Toensureagility,itisessentialthataneffectiveSkillsFramework is integrated with Job Architecture andco-ownedbyFunctionalTeams.However,thisintegrationis currently not being observed.However,Only a small section rely on market insights and expertsfor building skills framework.Over half still depend on traditional and subjectivemethods that can introduce bias in skills identificationand assessments. 2025 APAC Skills Impact Survey ReportIntegration with HR Practices●Leading organisations use skills across multiple HRprogrammes throughout the employee life cycle,with the greatest impact seen in career developmentand mobility.●Skills integration is most advanced in careerdevelopment and mobility, enabling lattice growthpaths, followed by learning and development, whichincreasingly focuses on personalised training andskill-based success metrics.●Recruitment