Training Indonesia — Amid the rapidly evolving work landscape shaped by technology, organizations worldwide are undergoing major transformations to remain competitive.

The Mercer Global Talent Trends 2024–2025 report highlights that skills-powered strategies are now at the core of building an adaptive and sustainable workforce. But how can this global trend be applied effectively in Indonesia’s training sector? 

The Importance of Adopting a Skills-Based Approach 

In an increasingly digital and AI-driven work environment, companies are shifting from headcount-based workforce planning to skill-based models. Mercer (2024) reports that 41% of executives identify the lack of reskilling and upskilling as the top risk to business growth in 2025. 

Organizations that adopt this approach are seeing strong results. According to Mercer, companies with skills-based talent strategies are 1.3 times more likely to develop skills internally and 1.6 times more efficient in redesigning work to improve productivity (Mercer, 2024). 

Challenges and Opportunities for Indonesia 

Indonesia faces similar challenges — skill mismatches, technological disruption, and the urgent need for a more agile workforce. To respond, the training sector must innovate by focusing on: 

• Mapping skill needs based on technology trends and market demands. 

• Offering micro-credentialing and project-based learning to accelerate competency development. 

• Utilizing AI and internal talent marketplace systems to identify, validate, and grow skills within organizations. 

Case Studies: Transformation at LONGi and Arcadis 

For instance, LONGi, a global renewable energy technology company, increased its internal talent growth rate from 20% to 35% through a holistic, skills-based development strategy. This included project-based learning, job rotation, and a matrix-based performance evaluation system (Mercer, 2024). 

Meanwhile, Arcadis, an international design and consultancy firm, empowered skill-based career development by launching an internal talent marketplace that connects employees to new opportunities based on their skills and career aspirations (Mercer, 2024). 

What Can Indonesian Training Providers Do? 

1. Partner with Industry – Align curricula with high-demand skills across sectors like energy, manufacturing, digital, and professional services. 

2. Develop Integrated Training Platforms – Create AI-enabled LMS (Learning Management Systems) for adaptive and personalized training paths. 

3. Incentivize Certification Programs – Introduce “pay-for-skills” models to reward learners who complete training and earn recognized credentials. 

By making skills the core currency of talent management, organizations in Indonesia can strengthen their global competitiveness. A skills-powered training approach is no longer optional — it is essential for navigating the uncertain future of work. 

Reference 

• Mercer. (2024). Global Talent Trends 2024–2025: Unlocking Human Potential in a Machine-Augmented World. Mercer LLC. Retrieved from https://www.mercer.com 
• Photo by Mikhail Nilov: https://www.pexels.com/photo/people-having-a-meeting-8101929/