PETALING JAYA, Jan 6 — The Human Resources Ministry (MOHR) and Talent Corporation Malaysia Bhd (TalentCorp) are intensifying efforts to facilitate the return of Malaysian talent and skilled professionals from overseas.
Human Resources Minister Datuk Seri Ramanan Ramakrishnan said the initiative is not just about wages, but also about strengthening the local ecosystem to provide jobs that match returning professionals’ skills, as well as other factors that influence their decisions to work abroad.
“This includes improving competitiveness, expanding training programmes, aligning skills with industry needs, and creating clear career pathways, including in emerging sectors such as data centres,” he said.
Ramanan added that discussions are ongoing on potential programmes to encourage Malaysians overseas to return and contribute locally, noting that the ultimate decision rests with the individuals themselves.
“We must look at the ecosystem as a whole, not just the salary difference. That is why we are training local talent and ensuring industries have access to skilled Malaysian workers,” he told a press conference after visiting the TalentCorp headquarters here today.
Also present were Deputy Minister Datuk Khairul Firdaus Akbar Khan, TalentCorp chairman Wong Shu Qi, and TalentCorp Group chief executive officer Edward Ling.
Ramanan acknowledged that while salaries may be higher in certain countries, living costs are also considerably higher, making direct salary comparisons insufficient.
He noted a recent National Tech Association of Malaysia (Pikom) report highlighting that Malaysia’s digital workforce salaries lag behind regional peers and leading global markets in both average and top-tier roles.
“I take note of that, but we must also consider projections showing our average wage is expected to rise by 11 per cent next year, supported by ongoing training and upskilling initiatives,” he said.
Meanwhile, Wong said the focus is on developing high-value, high-growth industries to strengthen the economy and offer competitive salaries, encouraging Malaysians abroad to return voluntarily rather than being forced.
She called it “brand circulation”, and noted that Malaysians working overseas can return when suitable opportunities arise, with talent mobility viewed as part of a healthy ecosystem.
Wong added that efforts also focus on improving competitiveness and ease of doing business (EODB) to attract both foreign and domestic investment, which in turn creates more high-paying jobs.
“Without high-value investments and competitive job offers, it is difficult to entice Malaysian talent abroad to return. We are also prioritising improvements in competitiveness and EODB, including expediting the Employment Pass (EP) process.
“Previously, EP processing could take up to six months. It has now been shortened to between five and ten days through a fast-track process, while standard applications are processed in about two weeks, supporting investment and the creation of more high-paying jobs,” Wong said.
