CelcomDigi is asking Huawei to co-design how its people learn

A certificate has a familiar ending. Someone finishes the levels, a badge lands on a profile, and the shift they return to is staffed the same way. Nobody has written which decision is now supposed to be made differently, or who on that shift is supposed to make it. The learning can be genuine and still leave the work untouched.

Huawei Malaysia and CelcomDigi signed a memorandum of understanding in Petaling Jaya. It runs for three years. Huawei Malaysia will give CelcomDigi employees access to advanced training, leadership development and industry-recognised certifications, so they can build proficiency in artificial intelligence, data analytics, 5G and cloud. It is expected to create broader opportunities for continuous learning, professional growth and career development across the organisation.

Simon Sun, chief executive of Huawei Malaysia, says the two companies will co-design the learning. He names executive digital leadership, business growth enablement, enterprise-wide industrial certification and digital transformation ecosystem development. He says the point is to turn global best practice into organisational capability for CelcomDigi. A syllabus becomes a way of working when a team can point to the task it changed.

Albern Murty, chief executive of CelcomDigi, sets a harder standard than a badge. Competitive advantage, he says, will be shaped by an organisation's ability to learn, adapt and innovate faster than the pace of change, and building that ability requires sustained investment in people. He says CelcomDigi is building a workforce that can thrive in today's digital economy while helping shape the opportunities of tomorrow. The partnership, on his account, strengthens leadership, digital fluency and innovation capabilities. Fluency still describes the person. CelcomDigi does not say which process, which customer moment or which decision that fluency is supposed to change.

Azmi Ujang, chief human resources officer of CelcomDigi, was at the signing, with Terry He, president of Huawei Asia Pacific. The work is described as strategic learning pathways. Employees will see emerging technologies, innovation frameworks and industry use cases tied to business growth, operational excellence and digital transformation, and they can take Huawei Malaysia certifications at associate, professional and expert level. Three levels show the ladder. They do not show which job sits on which rung, or what a colleague may do differently once the expert badge is on the profile.

The two companies have already run leadership programmes, professional certification initiatives, large-scale learning engagements and technology-sharing sessions. The memorandum builds on that record. It still needs a workflow the pathway is for, and a date when a manager looks at that workflow again.

CelcomDigi does not say how many people will go through, how long a pathway runs, which tool a team will open or which job will be redesigned. Sun's phrase is practical, business-aligned learning. Practical is a claim a project can test. Aligned is a claim a business owner has to make. Until both sit on a named piece of work, the investment Murty described has not met the standard he set.

1. Give each kind of learning a task. Sun names executive digital leadership, business growth enablement, enterprise-wide industrial certification and digital transformation ecosystem development. Each one needs a workflow a team already runs.

2. Hold fluency to Murty's own test. He says the advantage follows the ability to learn, adapt and innovate faster than the pace of change. A badge shows a person finished a level. A faster organisation shows a decision that moved.

3. Put the chief human resources officer's name on the follow-up. Azmi Ujang was at the signing, beside Terry He. The pathways and the three certification levels still need an owner who looks at the work after people go back.

4. Separate this memorandum from the programmes already run. Leadership programmes, certifications, large-scale learning and technology sharing are the record so far. The new agreement earns its three years when a manager can name what those sessions left unchanged.

An AI training session is a practical place to take one workflow a network team already runs, name the person who owns it and write down what a colleague will do differently the week after the certificate.

Sources:

• CelcomDigi, 3 November 2026