As the airline globally navigates through the ever-evolving COVID-19 situation, Malaysia Airlines has recently introduced MH EDGILE, the airline’s upskilling and reskilling programme for employees to create an individual competitive edge and be agile to drive operational sustainability. 

The programme is opened to more than 2,000 employees, mainly pilot, cabin crew and other front-line community who are affected due to the current reduced network and operational capacity. MH EDGILE provides opportunities for the employees to be upskilled and reskilled for other job competencies either in specialized competency such as Facilities Management and Audit or general and trainable areas such as Sales and IT Helpdesk. 

Most importantly, the programme enables employees to lend their expertise and services to support the long-term business sustainability of the company, and explore new avenues to grow and develop their potential in MAG. Subject to approval, these group of employees will be temporarily re-assigned to support other departments that require workforce for critical roles or job functions resulting from the constrained workforce due to added deliverables and attrition. 

Group Chief Executive Officer of Malaysia Aviation Group (MAG), Captain Izham Ismail said, “With the pandemic still showing little sign of improvement, forcing some airlines to halt operations and ground almost fleet, it is important for us to prepare our workforce with new skill sets to become more efficient in their current roles or shift into emerging positions as well as to support the business goals. This is the perfect time for the staff to reinvent themselves.” 

This initiative is offered voluntarily and subjects to job pre-requisites and selection criteria of the receiving department. All assignments will be on a full-time basis; however, employees will still be allowed to maintain their job license validity. The period of the interim assignment will be dependent on the company’s business and operational requirements. Employees with the approved application will be equipped with the knowledge and new skill sets through coaching and training to prepare for the new role. 

Malaysia Airlines Berhad’s Group Chief Human Capital Officer, Dato' Mohd Khalis Abdul Rahim said, "We are on our journey to transform MAG employees into future workforce adaptable to new challenges and ready for what lies ahead of us in the post-COVID-19 world. At MAG, we strongly believe in developing talents and creating a culture of continuous improvement to drive the long-term business sustainability of the Group. 

We are embracing the Lean and Agile work culture and digitalisation simultaneously to take full advantage of the opportunities the new norm has to offer. Therefore, improving work qualities and amplifying learning are central to success.” 

The pace of the next era of technology is rapidly evolving and continue to revolutionise how the businesses operate. The new normal resulting from the COVID-19 pandemic has accelerated digitalisation adoption, whereby employees lacking in technology skills would find it difficult to survive in the digital era. Recognising the need for a robust agile and digital workforce, the airline is pushing to strengthen its’ focus by leveraging on technology. 

Given the above situation, Malaysia Airlines carried out various initiatives to prepare the airline’s digital workforce and instill the digital culture via virtual learning series called Re: Imagine Work Series, Lean and Agile training, MAG Learning Hub, INSPIRE e-learnings and many other initiatives to encourage positive growth mindset while encouraging all employees to be innovative within the organisation. 

In embracing the new normal, MAG has embarked on a brand new journey with the new MAG Way of Working in mid of 2020, providing employees with the opportunity to transform and become pioneers of the future for the aviation industry, effortlessly online within the remote environment. 

During these extraordinary times, the Group has proactively taken steps to ensure the well-being of our employees and introduced the Employee Assistance Programme (EAP) in March 2020. The EA was created to provide employees with a holistic (Mental, Social, Emotional, and Spiritual) support system, to provide knowledge, tools and insights into being well, especially during difficult times. Under EAP, the Group has arranged several initiatives to encourage continuous communications and engagements in adapting to the new working norm. 

In September this year, the Group partnered with Agensi Kaunseling Pengurusan Kredit (AKPK), in collaboration with financial institutions to provide financial counselling and literacy such as building entrepreneurial mindset and opportunities, investment opportunities and digital programs and GIG Economy. All programmes were designed digitally to nurture the digital workforce and adapting to the new norms. 

The airline has also launched the MHeart app in collaboration with Naluri life, as a 24/7 digital platform for psychological, counselling and health management support for employees with real coaches, physicians, psychologist and counsellors, where they can get daily, personalised coaching and advice to better cope with the new norm. With the mantra “Healthy Mind, Healthy Body”, the app seeks to encourage a healthy lifestyle which will have a direct positive impact on the mental well-being of our employees.