THE post-service career prospects for Malaysian Armed Forces veterans have become a pressing concern, marked by a scarcity of employment opportunities that has left many grappling with financial hardship.

Approximately 315,000 or 90 percent of Malaysian Armed Forces (ATM) veterans, find themselves receiving a meagre pension of RM1,083.97 per month. This alarming situation, as highlighted by Datuk Sharuddin Omar, the President of the Malaysian Armed Forces Veterans Association (PVATM) in November 2023, places them well below the national Poverty Line (PGK) value of RM1,198, pushing them into the hardcore poor category.

More alarmingly, those who choose the option to retire after 12, 15 or 18 years of service are not eligible for a pension, leaving them highly vulnerable to poverty as many struggle to find post-retirement jobs.

As we confront this critical juncture, it is imperative to undertake a realistic reassessment of the post-retirement landscape for our Armed Forces. Addressing the dearth of opportunities requires a comprehensive long-term approach to ensure a sustainable transition for veterans into a dignified post-retirement life. 

It is crucial to recognize the potential of these individuals and devise strategies that not only alleviate their economic challenges but also harness their capabilities as a valuable and productive segment of society.

In the status quo, vocational skills training lasting for a period of 3 to 18 months is offered under the Ex-Servicemen Affairs Corporation (PERHEBAT) to the armed forces just before they retire.

These training courses cover various skill sets across multiple sectors, such as construction, media and ICT, hospitality and tourism management, culinary and catering management, general management courses, automotive engineering and electrical and electronic engineering.

However, the provided courses are said to be insufficient in ensuring post-retirement workforce readiness. The brevity of these courses may limit the depth of knowledge acquired, potentially leaving veterans with skill sets that may not fully align with the demands of the job market.

Moreover, the dynamic and evolving nature of industries requires a more prolonged and immersive approach to ensure sustained employability and adaptation to changing work environments. Hence, it is necessary to conduct periodical reviews of the long-term effectiveness of these schemes, to ensure they remain relevant to the needs of the industry and also ensure a productive post-retirement life for the veterans.

Another new initiative called Veteran MyWIRA, recently launched in January 2024 takes vocational skills training to the next level by providing on-the-job training for veterans, with a focus on industry-driven skilling and employment within the private sector. This programme marks a ground-breaking collaboration between PERHEBAT under the Ministry of Defence and the Ministry of Human Resources through TalentCorp.

This programme is certainly a noble initiative that will go a long way in empowering retired armed forces personnel by enhancing their employability, elevating the overall quality of their lives and enabling them to make significant contributions to the nation's economic landscape.

Beyond these initiatives, new paradigms and innovative models of long-term capacity building should be further explored as well. For instance, the Minister of Defence, Dato Seri Mohamed Khaled Nordin, announced in his New Year Address that new, systematic and competitive capacity-building approaches will be ventured into. One notable proposal involves a transformative shift in the tenure of armed forces personnel, turning it into an academic term characterized by the incorporation of work-based learning.

This approach can entail integrating educational components into the professional experiences of armed forces personnel, providing them with opportunities to acquire theoretical knowledge while actively participating in real-world military applications. This initiative not only acknowledges the value of continuous learning but also aligns with the evolving nature of military responsibilities, ensuring that armed forces personnel are equipped with the diverse competencies necessary for success in their roles.

Furthermore, it prepares them with the necessary skill sets and educational qualifications for better prospects in their second career.

In addition to the work-based learning approach, the current placements for work-based distance learning for armed forces personnel should be expanded. The Ministry of Defence should explore more Memorandum of Understanding (MoU) with both public and private institutions of learning across the country to facilitate more opportunities for armed forces to capitalize on the flexibility of long-distance learning.

Indeed, the current season presents an invaluable opportunity, as Dato Seri Khaled Nordin has previously served as a two-time Minister of Higher Education. His extensive experience and established network within Malaysian universities enhance the potential for collaborative initiatives during this period.

Another notable proposal is the implementation of the Accreditation of Prior Experiential Learning (APEL) concept, by converting military field experience into formal academic recognition. APEL offers a structured approach to acknowledging the armed forces personnel’s prior experiential learning, contingent on the knowledge and skills acquired through informal and non-formal learning.

By incorporating APEL, the armed forces can harness the wealth of experiential knowledge possessed by its personnel, facilitating a seamless integration of practical skills into formal academic recognition, thereby enhancing their professional development within the military ranks and building strong qualifications for enhanced job prospects post-retirement.

One more mechanism that has not yet been explored in the Malaysian context is the Lifelong Employability & Advancement Programme (LEAP) under the Singapore Armed Forces (SAF)’s Career Transition Resource Centre (CTRC). This programme facilitates the transition of retiring personnel into new career paths by offering financial support and dedicated time off for attending courses, seminars, and pursuing industry-recognized certifications.

Additionally, LEAP enables individuals to participate in job interviews and engage in internships, serving as a valuable stepping stone into their desired sectors. The key difference between this programme as compared to the programmes offered by PERHEBAT is that it empowers the armed forces personnel to decide on the courses, certifications and internships that they want to take externally, through a bottom-up approach.

In conclusion, the current state of post-service career prospects for Malaysian Armed Forces veterans necessitates a comprehensive and strategic revamp of existing initiatives. Commitments and aspirations expressed by Minister Khaled to relook and revamp the training ecosystem and qualification certification of our servicemen is indeed assuring.

As we navigate the complex landscape of post-retirement life for our armed forces, the integration of these initiatives, coupled with periodic reviews and adaptability to industry needs, will contribute to a more holistic and impactful support system for our veterans, fostering their continued success and invaluable contributions to the nation.



Benedict Weerasena is the Research Director at Bait Al Amanah (House of Trust) and a Fellow at Center for Market Education. As the author of "Assessing and Addressing Urban Poverty in Malaysia: Social Mobility Through Entrepreneurship", his research interests include urban poverty, development studies, international political economy, defence policy and education policy.

** The views and opinions expressed in this article are those of the author(s) and do not necessarily reflect the position of Astro AWANI.