HRD Corp-funded doesn't mean free to waste

If you’re still treating training as a claimable freebie, you’re missing the entire point.

Let’s not sugarcoat this: HRD Corp is one of Malaysia’s most powerful tools for workforce development. It gives companies the rare opportunity to train and upskill employees with minimal cost impact. Sounds like a no-brainer, right?

And yet—here we are—watching that potential get wasted. Every. Single. Day. (p/s that’s also why Braver Strides was born)

Training Has Become a Checklist

Somewhere along the way, training stopped being strategic. It became transactional.

“We have HRD funds—let’s use them up.” That’s the mentality. And sure, it’s not wrong—but it’s missing one critical question: how do you actually want to use them?

If someone handed you RM200 out of nowhere, would you just blow it on the first thing you saw? Probably not. You’d pause, think, and buy something you’ve wanted—something that benefits you in a meaningful way (be it your happiness, wellbeing, intellectuality, health).

So why is it that when it’s the company’s money, that thinking goes out the window?

What should be a catalyst for capability-building has been reduced to a checkbox. Just another task for HR or L&D to tick off before year-end.

Blame the Sales Pitch, Sure—But Also, Look in the Mirror

Have you thought of the outcome of your team building sessions?

Let’s be honest. A lot of training providers are just selling slots. They push whatever’s trending—communication, leadership, insert-buzzword-here—and your team signs up without asking the most critical question:

Does this actually solve a business problem?

It’s not entirely the sales team’s fault. Most aren’t equipped to diagnose complex team dynamics or organizational bottlenecks. They’re there to close deals. But that’s exactly why the responsibility falls on you, the business leaders, HR teams, and decision-makers.

If you’re still buying training off a brochure like it’s a lunch menu, don’t be surprised when your results look like soggy leftovers.

We're Drowning in Low-Impact Learning

Let’s talk outcomes. People are taking time out of their actual jobs to attend these sessions. They’re hopeful, curious—until they realize the content is basic, generic, or flat-out irrelevant.

No application. No change. No return.

So what do you really walk away with?
A certificate. A nice group photo. And another claim filed. That’s not learning. That’s theatre.

And the next time you organise another session, you’re going to get a lot of last-minute cancels. MC, sick, headache,…all sorts of reasons.

What Transformation Actually Looks Like

Here’s what we do differently with Braver Strides—and frankly, what more providers should be doing:

We start with a preview session. No fluff, no pressure. Just a proper deep dive to understand your team—whether they’re Gen Z-heavy, highly competitive, newly formed, or somewhere in between.

From there, we recommend the activities that actually fit. Not whatever’s trending. Not what’s easiest to deliver. What works for your people. And you get to decide what you want to go for—no hard sell, no one-size-fits-all.

Yes, we include trending elements—but with purpose. We tweak them to make sure they’re fun and functional. Because trend might attract participants, but transformation keeps them engaged.

And if it’s your first time claiming HRDC? We’ve got your back. We’ll walk you through the process, make sure it’s done right, and that your application doesn’t end up in the rejection pile.

Want ROI from HRD Corp? Shift Your Mindset.

Yes, sure. We all want to maximise HRDC fund, because ultimately that’s the company’s money right? But we should also really maximise by not just spending it away, but spending it so that we can see the ROI on the business. Maybe, you build a stronger team, or you broke the ice between a newly formed team. Whatever it is, we at Braver Strides would encourage you to set your objectives right besides just spending the money. Here’s where to start:

Be brutally honest about your gaps. Stop selecting training based on what’s trending or what’s cheap. Start with: What’s broken? Where’s the skill gap? What’s holding your team back?
Work with people who challenge you. Not “yes vendors.” Not PDF-pushers. Real partners who are ready to call out your blind spots and design around them.
Think beyond Q4. This isn’t about surviving your next review cycle. This is about where your team needs to be in 12 months—and building toward that, starting now.

We’re Not Lacking Resources—We’re Lacking Intent

We know lah, we are Asians, we’re “cheapskate”. But let’s use this HRDC fund to build better leaders, sharper thinkers, stronger cultures, okay? Not to fill empty rooms with bored attendees and expired modules.

The power’s in your hands. So—what are you really doing with it?

Ready to build something meaningful with the right strategy?

Contact us today to arrange your very own HRDC Claimable team building event and discover how this innovative approach can bring your team closer together while making a difference in the community.