Rising Demand for Flexibility and Skills-Based Frameworks in Asia-Pacific Workplace
A recent survey conducted by Aon plc highlights a significant shift in employer strategies across the Asia-Pacific region. The 2025 Asia-Pacific Skills Impact Survey, which gathered responses from over 135 organisations, reveals that nearly four in 10 companies are currently developing or refining their talent programs around emerging skills needs.
Skills-Based Approaches Gaining Momentum
A growing number of firms – 68% of respondents – have implemented formal skills frameworks to guide talent-related decisions. These frameworks support various HR functions, including recruitment, training, and succession planning. However, traditional evaluation methods persist, with more than half of those surveyed still relying primarily on job descriptions or manager assessments. Puneet Swani, Aon’s head of talent solutions for APAC, noted that market conditions are prompting employers to rethink talent evaluation methods. “As businesses face an increasingly dynamic environment, there is a strong need for relevant future-ready skills over traditional work experience to build a resilient and agile workforce,” he said.
Internal Mobility and Employee Development Under Focus
The study showed that businesses are leveraging skills data to enhance internal talent mobility. About 40% of organisations have started aligning employee skills with lateral job moves as part of their development strategies. This practice is expected to be adopted by around 45% of firms in the next 12 to 24 months. Maggie You, Aon’s APAC head of people advisory, highlighted several challenges, including limited budget and resources, measuring program effectiveness, and identifying relevant skills. To overcome these barriers, organisations must take small steps by starting with pilot programs and using objective assessments.
Shifting Employee Expectations
Aon’s 2025 Human Capital Employee Sentiment Study, based on input from over 9,000 workers across 23 markets, revealed a shifting landscape in employee expectations. The findings showed that 60% of employees are considering changing jobs within the next year, citing a growing interest in workplace flexibility and well-being initiatives. For Gen Z, work-life balance now ranks just below health coverage in terms of importance. Views on artificial intelligence differ across job levels, with 22% of senior leaders expecting AI to significantly disrupt employment, compared to 11% of entry-level employees.
Work arrangements continue to shape engagement, with hybrid workers more likely to feel valued than those working exclusively on-site or remotely. Benefit access remains a concern, with only 41% of respondents having access to customizable benefits. The survey underscores the need for organisations to adapt to evolving employee expectations and technological advancements to foster a resilient and adaptable workforce.
