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The Ministry of Energy and Mineral Resources is working with the Ministry of Agrarian Affairs and Spatial Planning, state electricity company PLN and other agencies to identify land, grid links and storage systems needed for the programme. About 24,000 hectares on Java Island have been earmarked for verification, with the authorities seeking to match project sites with transmission lines, PLN substations and battery storage capacity.

Deputy Energy and Mineral Resources Minister Yuliot Tanjung said the government’s first priority is to push ahead with an initial 17 GW phase, supported by around 33 GW of battery energy storage systems. The early phase is expected to test the country’s ability to turn a national target into bankable projects at scale, particularly in areas where land acquisition, grid connection and tariff design have slowed renewable energy investment.

The wider 100 GW plan is designed to reduce Indonesia’s reliance on diesel and gas-fired generation, particularly in regions where imported fuel and high operating costs have weighed on the state budget. Officials have estimated that converting fossil fuel-based generation to solar power combined with battery storage could cut electricity generation costs by up to Rp73.9 trillion, or about $4.18 billion, a year once implemented at scale.

The programme also reflects Jakarta’s attempt to close the gap between Indonesia’s large solar potential and its modest installed capacity. The country has abundant sunshine across its islands, yet solar has remained a small part of the electricity mix compared with coal, gas, hydro and geothermal power. Rooftop and utility-scale solar deployment has been constrained by regulatory uncertainty, procurement delays, grid limitations and the financial position of PLN.

Indonesia’s latest electricity supply plan for 2025-2034 calls for 69.5 GW of new generation capacity, with renewable energy making up a large share of future additions. Solar is expected to play a central role in that expansion, with PLN’s planning framework pointing to 17.1 GW of new solar capacity by 2034 alongside hydro, geothermal, wind and storage projects. The 100 GW programme goes beyond that planning baseline and signals a more aggressive policy push from President Prabowo Subianto’s administration.

A key feature of the solar strategy is its decentralised design. Earlier planning discussions have described a model that could combine large centralised solar plants with smaller village-level systems, many paired with batteries. Such an approach could help remote communities replace diesel generation, improve supply reliability and reduce exposure to fuel price volatility, while also creating demand for locally produced panels, batteries, inverters and grid equipment.

The proposed investment scale underlines the financing challenge. A $71.3 billion programme would require state support, PLN procurement commitments, private sector participation, concessional finance and possibly blended funding from climate-related investment platforms. Indonesia has already attracted international attention through its Just Energy Transition Partnership, but converting pledges into project-level funding has remained difficult, particularly because coal continues to dominate power generation and captive industrial power demand is rising.

Land availability will be another decisive issue. Java, the country’s most populous island and main electricity demand centre, offers stronger grid connectivity but also intense competition for land. The identification of 24,000 hectares is a first step rather than a final allocation, as each site must still pass verification covering ownership, spatial planning, environmental suitability and connection feasibility.

Grid readiness may prove equally important. Large volumes of intermittent solar power will require stronger transmission networks, flexible generation, storage systems and updated dispatch rules. Battery storage is central to the plan because solar output peaks during daylight hours while demand often rises in the evening. Without adequate storage and grid upgrades, high solar penetration could create curtailment risks and weaken project economics.

The programme could strengthen Indonesia’s industrial policy if it succeeds in building domestic solar manufacturing capacity. Officials have linked the plan to demand for locally produced panels, a move that could support factories, create jobs and reduce exposure to import barriers in global solar trade. The strategy comes as several countries seek to capture more of the clean energy supply chain, from polysilicon and wafers to modules and battery systems.

Indonesia’s energy transition remains complicated by its coal-heavy electricity system, long-term power purchase agreements and the need to provide affordable energy to households and industry. Coal plants still anchor baseload supply, while nickel processing and other industrial sectors have increased captive power demand. Those pressures make the solar programme both a climate policy instrument and an energy security strategy.

Work on floating solar projects, rooftop systems and village electrification schemes has already begun to build momentum. PLN’s Saguling floating solar project in West Java, scheduled for commercial operation in late 2026, is one of several projects intended to demonstrate technical and commercial viability. The larger 100 GW plan, however, will require faster procurement, clearer tariff rules and stronger coordination across ministries, PLN, regional governments and investors.

Guan replaces Wang Zhonglin, who has been removed from the posts of Hubei Party secretary, standing committee member and provincial committee member, with a further assignment to be announced. The decision was conveyed at a provincial leadership meeting in Wuhan on May 30, where the central authorities described the change as part of a broader assessment of Hubei’s leadership needs and development priorities.

The appointment gives Guan control of the top political office in a province that sits at the centre of China’s inland transport network and plays a strategic role in advanced manufacturing, water management, grain logistics and Yangtze River economic planning. Hubei’s capital, Wuhan, is a major base for automotive production, optoelectronics, universities, biomedical research and high-end equipment, making the province a testing ground for Beijing’s effort to combine industrial upgrading with regional balance.

Guan, born in December 1969 in Shenyang, Liaoning province, is 56 and a member of the Manchu ethnic group. He holds a doctorate in science and is an alternate member of the 20th Communist Party Central Committee. His career has moved through county administration, municipal planning, provincial government, propaganda work, forestry governance and national resource management, giving him a profile that spans both local economic administration and central regulatory oversight.

His move to Hubei comes less than two years after he rose to the Ministry of Natural Resources, where he became Party secretary and minister in December 2024. That ministry oversees land use, mineral resources, territorial spatial planning, marine resources, surveying and natural resource supervision, areas closely tied to China’s drive to improve food security, industrial self-reliance, ecological protection and urban development discipline.

Before entering the central government, Guan spent much of his early career in Liaoning, including posts linked to Shenyang’s planning and land resources system, Faku county administration, agricultural affairs and provincial government coordination. He later served on the Liaoning provincial Party standing committee and chaired the provincial federation of trade unions. A transfer to Shandong in 2018 placed him in charge of propaganda work and education-related Party responsibilities before his move to Beijing in 2020 to lead the National Forestry and Grassland Administration.

That background is likely to shape his work in Hubei, where economic policy is intertwined with land redevelopment, ecological protection along the Yangtze, flood control, industrial zoning and rural revitalisation. Hubei has long been central to China’s “Rise of Central China” strategy, but it also faces familiar pressures, including uneven local government finances, competition for investment, the need to raise household consumption and the challenge of moving manufacturers up the value chain.

Hubei’s economy expanded to 6.266 trillion yuan in 2025, growing 5.5 per cent year on year. Wuhan’s output reached 2.215 trillion yuan, up 5.6 per cent, reinforcing the city’s role as the province’s growth engine. Provincial authorities have set a 2026 growth target of about 5.5 per cent, alongside efforts to keep surveyed urban unemployment at about 5.5 per cent, signalling a policy mix focused on steady expansion, employment and industrial resilience.

The province’s leadership team now pairs Guan with Governor Li Dianxun, who has emphasised manufacturing, consumption, technological innovation and service-sector upgrading in this year’s government work agenda. Hubei has sought to attract investment into automotive components, new energy supply chains, digital industries and cultural consumption, while also promoting Wuhan’s role as a national science and education hub.

Guan’s appointment also reflects a wider pattern in China’s cadre management, where central authorities rotate officials between ministries and provinces to align local governance with national policy priorities. Hubei has political significance beyond its economic weight because of Wuhan’s transport links, its university and research base, and its position along the Yangtze River, a corridor Beijing regards as vital to both industrial security and environmental protection.

Wang Zhonglin, Guan’s predecessor, had led Hubei since late 2024 after serving as governor and, earlier, Party secretary of Wuhan during the city’s post-pandemic recovery. His next role has not been disclosed, leaving the latest move as part of an unfinished personnel sequence at provincial level.

InterGlobe Aviation, the parent of IndiGo, reported a consolidated net loss of ₹2,536.9 crore for the quarter ended 31 March 2026, compared with a profit of ₹3,067.5 crore a year earlier. Revenue from operations rose 1.3 per cent to ₹22,438.4 crore, underscoring the pressure on margins even as traffic and network scale remained broadly resilient.

Foreign exchange was the biggest drag on earnings. The airline recorded a net forex loss of about ₹4,823 crore during the quarter, reversing a gain in the same period last year. More than half of IndiGo’s cost base is linked to the US dollar, leaving the carrier exposed to currency movements through aircraft leases, maintenance, engine costs and other overseas obligations.

The March-quarter performance also reflected the impact of higher aviation turbine fuel prices, which rose sharply as geopolitical tensions disrupted crude markets. Fuel remains the single largest variable cost for airlines, and IndiGo’s low-cost model has been tested by the combination of higher oil prices, a weaker rupee and operational restrictions affecting parts of its network.

Capacity growth slowed to 3.4 per cent during the quarter, far below the pace recorded a year earlier. The carrier faced route and scheduling challenges tied to West Asia airspace disruption, while higher fuel prices made some services less attractive commercially. IndiGo and other carriers have trimmed planned domestic schedules for June and July as they reassess deployment during the summer travel period.

The result marks a sharp reversal for an airline that has benefited from strong domestic demand, high aircraft utilisation and the weakness of smaller rivals. IndiGo still controls the largest share of the country’s aviation market and operates one of the world’s biggest aircraft order books, but the quarterly loss shows that scale alone cannot fully offset external shocks.

Operationally, the airline continued to expand its network and strengthen international connectivity, including services aimed at capturing longer-haul demand from South Asia to Europe, the Gulf and Southeast Asia. Management has been pushing a broader transformation from a predominantly domestic low-cost carrier into a larger international operator with premium options on select routes.

That strategy requires higher spending, more complex aircraft deployment and deeper exposure to foreign-currency costs. Lease liabilities, engine maintenance obligations and airport charges in overseas markets are all sensitive to exchange-rate movement. The quarter therefore highlights a central challenge for IndiGo: maintaining its cost advantage while moving into markets where volatility is harder to absorb.

The airline is also evaluating a broader hedging approach for fuel and currency exposure. IndiGo has traditionally kept a limited fuel-hedging position, relying instead on operational efficiency and scale. The latest loss could accelerate a shift towards more active risk management, particularly if crude prices remain elevated and the rupee stays under pressure.

Passenger demand has not collapsed, but softer discretionary travel linked to higher fares and regional uncertainty has added pressure. Airlines have sought to pass part of the fuel-cost increase to passengers, yet fare hikes can weaken price-sensitive demand, especially in the low-cost segment. That balance is becoming more difficult as carriers deal with aircraft shortages, engine inspections and congested airports.

IndiGo’s cost structure also faced pressure from labour-related provisions and broader inflation in staff, airport and maintenance expenses. The company has been adding pilots, cabin crew and engineering capacity to support network growth, while aircraft groundings linked to engine issues continue to affect industry-wide fleet planning.

Despite the quarterly loss, the airline remains better placed than many competitors because of its fleet scale, liquidity position and extensive domestic network. Its large Airbus order book gives it long-term growth visibility, while its high-frequency metro and regional operations provide strong load-factor support. The carrier’s ability to manage unit costs will be central to restoring profitability.

The board has approved a plan to deploy up to $450 million for aircraft, engines and other aviation assets, a move aimed at giving the airline more control over key operating inputs. That investment points to a longer-term effort to reduce dependence on leased capacity and improve flexibility in fleet management.

15-year-old Filipino Crimson Arradaza achieves a historic 5.33 second One-Handed solve at the Inaugural Philippine National Speed Cubing Open

TAGAYTAY CITY, PHILIPPINES – Media OutReach Newswire – 29 May 2026 – Southeast Asia has made its mark on the global speed cubing stage.

In a moment that electrified the international speed cubing community, Filipino prodigy Crimson Arradaza shattered the 3x3x3 One-Handed World Record with a blistering 5.33-second solve at the inaugural Philippine National Speed Cubing Open, organised by the Asian Mind Sports Association (AMSA) and the Philippine Olympic Committee (POC).

Held from 27–28 May at the Tagaytay City Combat Arena, the tournament was the first major nationally-backed speed cubing event under the Philippine Olympic movement — and immediately, it made history.

Arradaza’s stunning performance broke the previous 5.66-second record set by Switzerland’s Dhruva Sai Meruva in 2024. More significantly, it pushed the boundaries of what many believed possible in one-handed solving, placing the Philippines in the spotlight of global mind sports. It is an extraordinary achievement for the rising speed cubing powerhouse.

“I have been speed cubing for the past four years and this is the best birthday gift for myself,” said Arradaza, who turned 15 the day before.

The teenager from Baguio City travelled eight hours to compete in Tagaytay, accompanied by his parents — a powerful reminder of the sacrifices and support behind every young champion.

“This is not just a Philippine achievement. This is an Asian achievement,” said AMSA Director-General Jim Yu. “The future of mind sports belongs to the younger generation, and today the Philippines showed the world what Southeast Asian talent is capable of.”

POC President Abraham “Bambol” Tolentino and Tagaytay City Mayor Ross Tolentino were also present to witness the historic achievement.

“Sports is not only about physical strength. It is also about mental sharpness, discipline, and focus,” said POC President Tolentino. “Filipinos are naturally talented in mind sports, and this world record proves we can compete with the very best globally.”

Beyond competition, the two-day event featured referee training programmes, operational workshops, and development dialogues aimed at strengthening the speed cubing ecosystem.

AMSA reaffirmed its commitment to developing mind sports across Asia through partnerships with National Olympic Committees, federations, and local organisers.

The organisation plans to continue growing regional competitions, talent pathways, livestream infrastructure, referee systems, youth engagement programmes, and international exchanges to elevate mind sports to unprecedented mainstream recognition across Asia.
Hashtag: #AMSA

The issuer is solely responsible for the content of this announcement.

A draft framework under consideration would expand the role of monitoring agencies, usually SEBI-registered credit rating firms, and give them a stronger channel to flag diversion, delays or non-cooperation in the deployment of funds raised through equity issues. The proposals cover initial public offerings, rights issues, preferential allotments and qualified institutional placements, widening the regulatory lens beyond conventional IPO scrutiny.

Central to the plan is a proposal to lower the threshold for mandatory monitoring of issue proceeds from ₹100 crore to ₹50 crore. That change would bring a larger number of mid-sized fundraisings under independent review, particularly at a time when companies are using public markets not only for expansion but also for debt repayment, acquisitions, working capital and general corporate purposes.

The proposed framework would also require monitoring agencies to report directly to stock exchanges, rather than depend mainly on issuers for the onward dissemination of their findings. This would mark a significant shift in the balance of responsibility, as exchanges would receive a clearer view of whether the stated objects of an issue match actual fund utilisation.

Companies that fail to cooperate with monitoring agencies could face penalties, including fines of ₹50,000 for each violation. The measure is intended to address a weakness in the current structure, where monitoring agencies review deployment but have limited power when issuers delay information, provide incomplete data or fail to explain deviations from stated plans.

SEBI’s initiative comes after a period of heavy fundraising through equity markets, followed by a more cautious phase shaped by global risk aversion, pressure on domestic stocks and foreign portfolio outflows. Large companies and new-age firms have kept IPO plans alive, but several issuers have deferred listings as valuations became harder to defend. The regulator’s draft reflects a view that investor confidence depends not only on disclosure before fundraising but also on verifiable use of proceeds after capital is raised.

Under existing rules, companies raising equity funds must disclose the objects of the issue in offer documents and provide periodic updates on utilisation. Monitoring agencies submit reports on whether the proceeds are being used as promised. These reports are placed before audit committees and submitted to stock exchanges, but the enforcement burden largely remains with the issuer and the regulator.

The proposed changes would make monitoring more active and less dependent on company-led disclosure. Rating firms would be expected to examine bank statements, payment trails, board approvals and project progress more closely. They may also need to identify whether funds have been parked for long periods, shifted to purposes not approved by investors, or routed through related-party arrangements.

For investors, the changes could improve visibility over post-issue conduct, especially in cases where companies raise money for broad purposes and later alter business plans. Fund diversion has long been a concern in equity markets because public shareholders bear the risk when proceeds are used for objectives that differ materially from those advertised during the fundraising process.

For issuers, the proposals may raise compliance costs and increase documentation burdens. Smaller companies crossing the proposed ₹50 crore threshold would have to engage monitoring agencies and respond to periodic queries. Market participants expect some pushback from companies that argue existing audit committee and exchange disclosure requirements already provide sufficient oversight.

The regulatory argument is that tougher monitoring could reduce the gap between promise and performance. When a company raises money to build capacity, buy assets or reduce debt, the market prices the issue partly on those declared plans. If funds are later diverted or left idle without adequate explanation, minority shareholders have limited ability to intervene.

Credit rating agencies would gain a more prominent governance role under the proposed structure. Their task would move beyond checking utilisation statements to becoming a stronger early-warning mechanism for exchanges and investors. That may also bring questions over capacity, liability and conflict management, since the same agencies operate across ratings, surveillance and advisory-linked functions.

SEBI has been refining capital-raising rules across public issues, preferential allotments, rights issues and qualified institutional placements as it seeks to balance ease of fundraising with protection for minority investors. The latest proposal fits into a broader regulatory push to make market access faster while demanding greater transparency after money is raised.

Over 80% Optimistic About Overseas Trade, Yet Tariffs and Costs Pose Key Hurdles

HONG KONG SAR – Media OutReach Newswire – 29 May 2026 – To support small and medium-sized enterprises (SMEs) in expanding into international markets, the Hong Kong Productivity Council (HKPC) and DHL Express Hong Kong (DHL) will co-host the “Blueprint for Global Expansion: Market Entry, Logistics & Risk Management” Forum on 12 June.

Amid an increasingly complex and rapidly evolving global supply chain landscape, the forum will delve into market strategies, logistics optimization, and risk management —equipping local businesses with the insights needed to navigate challenges and capture opportunities in global trade. As the first SME-focused forum jointly launched by HKPC and DHL, the initiative marks the beginning of a series of collaborative efforts to share practical expertise and support businesses in strengthening their international presence.

From Data to Strategy: Addressing the Three Key Barriers for SMEs Going Global
According to the latest quarterly “DHL Hong Kong Air Trade Leading Index (DTI)” survey, commissioned by DHL and conducted by HKPC, the primary challenges faced by enterprises expanding overseas are: “Complex tariff and customs clearance procedures” (23%), “High logistics and delivery costs” (20%) and “lack of local sales channels/ business partners” (12%). Despite these hurdles, over 85% of air traders remain neutral or positive about overseas trade prospects. In terms of readiness, 68% of respondents reported moderate confidence, while a further 18% showed high confidence, indicating a pragmatic and risk-aware approach among businesses pursuing global expansion.

In light of these findings, the forum will address the three critical dimensions of market, logistics, and risk management, offering professional guidance and targeted resources to help SMEs formulate immediate and actionable go-global strategies.

Andy Chiang, Senior Vice President and Managing Director, DHL Express Hong Kong and Macau, said, “DHL has long been committed to supporting SMEs in navigating the complexities of international trade. Through our GoTrade programme, we provide practical tools and expertise to help businesses manage cross-border logistics and customs processes more effectively. Our collaboration with HKPC focuses on equipping SMEs with actionable insights and strengthening their operational capabilities for global expansion. We look forward to continuing our partnership to deliver knowledge-sharing and networking opportunities that empower businesses to grow internationally with confidence.”

Three Thematic Sessions: A Comprehensive Global Expansion Blueprint for SMEs
The forum is specifically designed to address the pain points identified in the survey, featuring three expert speakers offering targeted insights:

￮ Professor Roy Liang TAN, Practitioner Professor of Management and Business Strategy at the HKU Business School will provide an in-depth analysis of how to assess target market maturity, avoid common pitfalls, and leverage government funding schemes to optimise financial planning — transforming the go-global vision into a concrete action plan.

￮ Ms Julian Tsoi, Director, Marketing Communications and Direct Sales, DHL Express Hong Kong, will share insights on how businesses can leverage global logistics networks and technology to enhance customs clearance efficiency and improve operational performance, while navigating the complexities of cross-border logistics and addressing common challenges in international expansion.

￮ Mr Kenneth POON, Assistant General Manager – Business Division at the Hong Kong Export Credit Insurance Corporation, will analyse export trade risks across different stages in emerging markets and guide enterprises on using credit insurance tools to guard against bad debts and strengthen financing capabilities.

Beyond expert presentations, the forum will feature interactive networking and Q&A sessions, allowing participants to exchange practical experiences directly with speakers and fellow SMEs, and explore business growth opportunities together.

Registration is now open. Seats are limited, first come first served!

“Blueprint for Global Expansion: Market Entry, Logistics & Risk Management” Forum

Date: 12 June 2026 (Friday)
Time: 3:00 PM – 5:00 PM
Venue: LG1, Future Manufacturing Hall, HKPC Building, 78 Tat Chee Avenue, Kowloon
Language: Cantonese and Putonghua
Registration Link: https://campaigns.hkpc.org/zh-hk/rsvp-blueprint-for-global-expansion

Hashtag: #HKPC

The issuer is solely responsible for the content of this announcement.

About Hong Kong Productivity Council

The Hong Kong Productivity Council (HKPC) is a statutory body established in 1967, dedicated to enhancing the productivity and competitiveness of Hong Kong enterprises through world-class applied R&D, innovative technology services, and integrated manufacturing solutions. As a market-oriented, international R&D organisation, HKPC leverages its deep expertise and extensive industry experience in key areas such as AI, advanced manufacturing, life and health technology, green technology and new energy to drive new industrialisation and support the growth of emerging and future industries.

HKPC focuses on addressing businesses challenges and industrial technology needs, promoting the full integration between technological and industrial innovation. Through technology transfer, product innovation, intellectual property protection and commercialisation of R&D outcomes, the Council fosters collaboration with the local business community as well as top global R&D institutions, delivering added value to industries and advancing the development of new productive forces. HKPC’s world-class R&D achievements have been widely recognised over the years, winning an array of local and overseas accolades, reinforcing Hong Kong’s role as an international innovation and technology centre and a smart city.

To help enterprises capitalise on Hong Kong’s strengths in international connectivity to expand into global markets, HKPC offers comprehensive overseas expansion services tailored to critical areas including product development, technology, manufacturing, and management, enabling businesses to successfully go global from Hong Kong.

HKPC is also committed to providing timely and practical support to SMEs and startups with timely and practical , assisting them in accessing Government funding programmes. Through its FutureSkills training initiatives, HKPC helps both industry and academia stay ahead in latest digital and STEM technologies, nurturing a future-ready talent pool for Hong Kong.

For more information, please visit HKPC’s website: www.hkpc.org/en.

DHL – The logistics company for the world

DHL is the leading global brand in the logistics industry. Our DHL divisions offer an unrivalled portfolio of logistics services ranging from national and international parcel delivery, e-commerce shipping and fulfillment solutions, international express, road, air and ocean transport to industrial supply chain management. With approximately 389,000 employees in more than 220 countries and territories worldwide, DHL connects people and businesses securely and reliably, enabling global sustainable trade flows. With specialized solutions for growth markets and industries including technology, life sciences and healthcare, engineering, manufacturing & energy, auto-mobility and retail, DHL is decisively positioned as “The logistics company for the world”.

DHL is part of DHL Group. The Group generated revenues of approximately 82.9 billion euros in 2025. With sustainable business practices and a commitment to society and the environment, the Group makes a positive contribution to the world. DHL Group aims to achieve net-zero emissions logistics by 2050.

The logistics company for the world.

Robert Walters Taiwan’s 15th anniversary report Reveals Structural Shift in the Local Talent Market

• Taiwan’s talent market has officially shifted from an employer-driven to a candidate-driven market, with critical skills increasingly replacing tenure and job titles as the core measure of talent value.
• AI adoption and global supply chain restructuring are accelerating salary polarisation. Professionals in semiconductors and high-tech industries are seeing salary increases of 15–20% when changing jobs, while those with AI, HPC and cross-border supply chain expertise can command increases of up to 30%.
• Career priorities are evolving beyond compensation. 54% of professionals cite learning and development opportunities as a key reason for staying with their current employer.
• By 2030, Gen Z is expected to account for 30–33% of Taiwan’s workforce, making flexibility, work-life balance and transparent workplace culture critical factors in talent attraction and retention.

TAIPEI, TAIWAN – Media OutReach Newswire – 29 May 2026 – Taiwan’s talent market has gradually shifted from an employer-driven to a candidate-driven market through globalisation, digital transformation and pandemic-driven disruption. Meanwhile, the rapid advancement of technology and AI is not only accelerating demand for critical skills, but also reshaping industry structures and redefining the rules of talent competition.

Robert Walters, the world’s most trusted talent solutions business, said in its latest 15th anniversary report, Taiwan’s Talent Market: The New Rules of Competition, that “critical skills” are increasingly replacing tenure and job titles as the primary indicators of talent value and compensation. Particularly as Taiwan’s semiconductor industry strengthens its strategic position within the global technology supply chain, professionals with in-demand capabilities are seeing salary growth significantly outpace the broader market, making salary polarisation an increasingly structural feature of Taiwan’s labour market.

As competition for high-skilled talent intensifies, candidates are placing greater emphasis not only on compensation, but also on Career Value Proposition (CVP), including career development, workplace flexibility and management culture. The report also highlights the rise of a candidate-driven market, where professionals are becoming increasingly selective about what they expect from employers.

In today’s market, growing uncertainty and increasing business complexity are shifting competition away from workforce scale towards the ability to secure critical capabilities and high-value talent. John Winter, Country Manager of Robert Walters Taiwan, noted: “Since entering the Taiwan market in 2011, we have seen talent strategy evolve into a core business strategy. Organisations that can identify critical capabilities early, integrate talent effectively and continuously strengthen organisational resilience will be best positioned for long-term success.”

Global Supply Chain Restructuring Accelerates the Shift Towards a Skills-Based Talent Market and Salary Polarisation

Amid geopolitical uncertainty and ongoing global supply chain restructuring, organisations are increasingly reshaping their structures and global workforce strategies to strengthen resilience and competitiveness. As a result, hiring priorities are shifting away from narrow technical expertise towards cross-functional integration, strategic thinking and problem-solving capabilities. At the same time, talent assessment is moving beyond tenure and job titles, with greater emphasis placed on practical capability, skill scarcity and immediate business impact.

Rapid AI adoption is further accelerating demand for critical skills, driving increasingly concentrated salary growth across the market.

In semiconductor and high-tech industries, professionals changing jobs may see salary increases of 15–20%, while talent with expertise in AI, High-Performance Computing (HPC), Edge Computing and cross-border supply chain management may achieve salary growth of up to 30% reinforcing the growing shift towards a labour market increasingly defined by “skills value”. In contrast, salary growth among execution-focused roles has remained relatively moderate. According to Taiwan’s Directorate-General of Budget, Accounting and Statistics (DGBAS), nearly 70% of employees in 2025 earned below the average salary level — the highest proportion on record — highlighting widening salary polarisation across the labour market.

Candidate-Driven Market Takes Shape:

Career Value Proposition Emerges Alongside Salary as a Key Driver of Employer Attractiveness

The rise of in-demand skills is accelerating Taiwan’s shift towards a candidate-driven labour market, with professionals becoming increasingly selective about what they expect from employers. According to Robert Walters Taiwan’s 15th Anniversary Report, candidates are moving beyond a compensation-led mindset and placing greater emphasis on Career Value Proposition (CVP), including career growth, workplace flexibility and management culture.

As AI adoption and industry transformation continue to reshape the workforce, professionals are placing greater importance on long-term career development and employability. Robert Walters Taiwan’s research found that 54% of professionals view continuous learning and development opportunities as a key reason for staying with their current employer.

Expectations around workplace culture and working models are also evolving. The report shows that beyond salary and benefits (75%), professionals increasingly prioritise flexible working arrangements (36%) and an open, effective management culture (32%) when evaluating employers. Meanwhile, Taiwan’s National Development Council projects that Gen Z will account for approximately 30–33% of the labour force by 2030. As the influence of this generation continues to grow, priorities such as work-life balance, workplace flexibility and transparent organisational culture are becoming defining factors in employer attractiveness.

Reflecting on the findings, John Winter noted: “The rise of a candidate-driven market reflects a broader shift in how professionals evaluate employers. Beyond compensation, talent is increasingly prioritising long-term growth, flexibility and organisational culture. Companies that can provide meaningful career development and adaptability will be better positioned to attract and retain top talent.”

Five Strategies Reshaping Talent Competition:

Building Organisational Resilience Through Critical Capabilities and Skills Value

As geopolitical uncertainty, global supply chain restructuring and rapid AI adoption continue to reshape business environments, organisations are increasingly competing on critical capabilities and organisational resilience rather than scale alone. In this context, talent strategy is no longer a back-office HR function, but a core driver of transformation, competitiveness and long-term business sustainability.

Robert Walters Taiwan’s report identifies five key strategies organisations should focus on to remain competitive in a rapidly evolving market:

1. Shift from workforce expansion to critical capability planning
Hiring success will increasingly depend on the ability to identify and secure high-value talent with in-demand, business-critical skills.

2. Build compensation strategies around skills value
As skills replace tenure as the key measure of talent value, organisations must redesign salary structures and talent evaluation frameworks to remain competitive.

3. Strengthen long-term learning and capability development
AI-driven transformation will require organisations to proactively build reskilling and upskilling cultures to reduce future capability gaps.

4. Redesign workplaces around flexibility and employee experience
Beyond compensation, organisations must strengthen career development, flexibility and workplace culture to attract and retain high-performing talent.

5. Elevate talent strategy to a core business priority
Future talent competition will increasingly shape organisational agility, transformation capability and long-term competitiveness.

Reflecting on the evolving talent landscape, John Winter said: “In the past, talent strategies were largely designed to address immediate hiring needs. Today, the nature of talent strategy has fundamentally changed. Organisations must shift from asking ‘Who do we need now?’ to ‘What capabilities will we need in the future?’ The businesses that can continuously build adaptable talent and resilient organisations will be the ones best positioned for long-term success.”

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About Taiwan’s Talent Market: The New Rules of Competition

Published as Robert Walters Taiwan’s 15th anniversary report, Taiwan’s Talent Market: The New Rules of Competition explores how globalisation, digital transformation, the pandemic, AI adoption and geopolitical uncertainty have structurally reshaped Taiwan’s labour market over the past 15 years.

The report combines Robert Walters Taiwan’s long-term market observations, talent insights and findings from the Salary Survey 2026, covering key sectors including semiconductors, high technology, manufacturing, digital transformation and cross-border operations. It also examines the major workforce trends redefining talent competition, salary structures and employer attractiveness in Taiwan’s evolving labour market.

To access the full report, please visit: https://reurl.cc/9W97bn

Hashtag: #RobertWalters

The issuer is solely responsible for the content of this announcement.

About Robert Walters

Robert Walters is the world’s most trusted talent solutions business. Across the globe, we deliver recruitment, recruitment process outsourcing and advisory services for businesses of all shapes and sizes, opening doors for people with diverse skills, ambitions, and backgrounds. We help organisations find the skills and solutions to reach their goals and assist talented professionals to power their unique potential.

The Taipei office specialises in placing candidates in the following specialities: accounting & finance, electronics & industrial, healthcare, human resources, IT & digital transformation, marketing, manufacturing, sales, semiconductors, software, supply chain, logistics & procurement.