Sharing Singapore's workforce development history and current challenges with Brunei
A 4 hour presentation on the history of Singapore's workforce development, the 4th Industrial Revolution & the Future of Work, and lifelong learning & learning neighbourhoods
In the last quarter of the year, I was asked to conduct a lecture for the Bruneian Public Service at the Human Resource Organisational Development (HROD) Roundtable at Dewan Musyuwarah, Pusat Persidangan Antarabangsa Berakas. The theme of the two-day event was “Elevating the HR Function Through Digital Transformation”.
I was invited to share on Singapore’s Case Study on Best Practices on Workforce Development and Lifelong Learning and Global Impact of IR 4.0 and Digital Transformation on HRM on 14 Nov 2019. It was a great opportunity to share Singapore’s case study on its workforce development and how the promotion of lifelong learning was an important pillar towards supporting the economic development of the nation.
The 4-hour presentation covered four parts, (1) Case study of global best practices – Part 1: Singapore’s workforce development journey; (2) Part 2: CET Master Plans and SkillsFuture; (3) iR.40, Future of Work & Talent Management; and (4) Promotion of lifelong learning and setting up of learning neighbourhoods.
Part 1: Singapore’s transformation from 3rd world to 1st
This first segment described the various learning phases Singapore went through in building its economy. We started by adopting an industrialization program with low skills low wage manufacturing industries to create jobs to capital intensive high-tech and high skills economies, then to knowledge-based economy and to the current innovation-based economy addressing the disruptive technologies of the IR 4.0. The key learning points of Singapore’s economic strategies from a third world country to a first world country were shared.
Part 2: Singapore’s workforce development journey
The second segment described the efforts on the Continuing Education and Training (CET) Master Plans to develop the workforce and Adult Education and Training sector in Singapore. This culminated with the SkillsFuture initiatives as part of the supporting pillars for the jobs and skills of the Industry Transformation Maps (ITM) for the 23 industry sectors. The other three pillars of ITM include productivity, innovation and internationalization.
Part 3: The 4th Industrial Revolution & The Future of Work
The third segment described in detail the concepts of workforce development and lifelong learning and its implications on the Industrial Revolution 4.0 and Future of Work. The report by the World Economic Forum on possible scenarios due to the impact of technology changes; learning evolutions and talent mobility was discussed. Next, the various types of disruptive technologies and concerns of Human Resource Management in IR 4.0 were highlighted. The application of disruptive technologies and workforce development were discussed as well.
Part 4: Lifelong learning & learning neighbourhoods
The last segment explained SkillsFuture’s efforts to promote lifelong learning mindset among all Singaporeans. I also went through the definition of lifelong learning using UNESCO 4 pillars of learning, namely Learning to Know; Learning to Do; Learning to Be; and Learning to Live Together. Examples of the setting up of learning neighbourhood was shared where learning opportunities and learning festivals were organised to promote lifelong learning among the populace nation-wide. The concept of Global Network of Learning City by UNESCO Institute of Lifelong Learning (UIL) was shared to learn the global efforts of promoting lifelong learning.
Closing Thoughts
Overall, the participants appreciated the sharing of how Singapore has progressed through the years and admired the progress we have made. They recognised the impact of the IR 4.0 and are keen to learn. I had also learned a lot from their sharing as well.
One useful observation of their keenness to learn was the summative session at the end of the two-day forum, of which one of the senior staff of the civil service collage did an interactive review of the learning points with all the participants. This not only helped the participants to recall what they had learnt but they also explored and identified possible areas of application at their respective departments and workplaces.
At the end, they got all the participants to form a word cloud to share one word that they resonated most in the forum with the content shared by the various speakers. It was heartening to know the word, ‘lifelong learning’ was among some of the key words that they took away with. I think my message of the importance of lifelong learning was well brought home with the participants.
Sharing Singapore's workforce development history and current challenges with Brunei
A 4 hour presentation on the history of Singapore's workforce development, the 4th Industrial Revolution & the Future of Work, and lifelong learning & learning neighbourhoods
In the last quarter of the year, I was asked to conduct a lecture for the Bruneian Public Service at the Human Resource Organisational Development (HROD) Roundtable at Dewan Musyuwarah, Pusat Persidangan Antarabangsa Berakas. The theme of the two-day event was “Elevating the HR Function Through Digital Transformation”.
I was invited to share on Singapore’s Case Study on Best Practices on Workforce Development and Lifelong Learning and Global Impact of IR 4.0 and Digital Transformation on HRM on 14 Nov 2019. It was a great opportunity to share Singapore’s case study on its workforce development and how the promotion of lifelong learning was an important pillar towards supporting the economic development of the nation.
The 4-hour presentation covered four parts, (1) Case study of global best practices – Part 1: Singapore’s workforce development journey; (2) Part 2: CET Master Plans and SkillsFuture; (3) iR.40, Future of Work & Talent Management; and (4) Promotion of lifelong learning and setting up of learning neighbourhoods.
Part 1: Singapore’s transformation from 3rd world to 1st
This first segment described the various learning phases Singapore went through in building its economy. We started by adopting an industrialization program with low skills low wage manufacturing industries to create jobs to capital intensive high-tech and high skills economies, then to knowledge-based economy and to the current innovation-based economy addressing the disruptive technologies of the IR 4.0. The key learning points of Singapore’s economic strategies from a third world country to a first world country were shared.
Part 2: Singapore’s workforce development journey
The second segment described the efforts on the Continuing Education and Training (CET) Master Plans to develop the workforce and Adult Education and Training sector in Singapore. This culminated with the SkillsFuture initiatives as part of the supporting pillars for the jobs and skills of the Industry Transformation Maps (ITM) for the 23 industry sectors. The other three pillars of ITM include productivity, innovation and internationalization.
Part 3: The 4th Industrial Revolution & The Future of Work
The third segment described in detail the concepts of workforce development and lifelong learning and its implications on the Industrial Revolution 4.0 and Future of Work. The report by the World Economic Forum on possible scenarios due to the impact of technology changes; learning evolutions and talent mobility was discussed. Next, the various types of disruptive technologies and concerns of Human Resource Management in IR 4.0 were highlighted. The application of disruptive technologies and workforce development were discussed as well.
Part 4: Lifelong learning & learning neighbourhoods
The last segment explained SkillsFuture’s efforts to promote lifelong learning mindset among all Singaporeans. I also went through the definition of lifelong learning using UNESCO 4 pillars of learning, namely Learning to Know; Learning to Do; Learning to Be; and Learning to Live Together. Examples of the setting up of learning neighbourhood was shared where learning opportunities and learning festivals were organised to promote lifelong learning among the populace nation-wide. The concept of Global Network of Learning City by UNESCO Institute of Lifelong Learning (UIL) was shared to learn the global efforts of promoting lifelong learning.
Closing Thoughts
Overall, the participants appreciated the sharing of how Singapore has progressed through the years and admired the progress we have made. They recognised the impact of the IR 4.0 and are keen to learn. I had also learned a lot from their sharing as well.
One useful observation of their keenness to learn was the summative session at the end of the two-day forum, of which one of the senior staff of the civil service collage did an interactive review of the learning points with all the participants. This not only helped the participants to recall what they had learnt but they also explored and identified possible areas of application at their respective departments and workplaces.
At the end, they got all the participants to form a word cloud to share one word that they resonated most in the forum with the content shared by the various speakers. It was heartening to know the word, ‘lifelong learning’ was among some of the key words that they took away with. I think my message of the importance of lifelong learning was well brought home with the participants.
Sharing Singapore's workforce development history and current challenges with Brunei
A 4 hour presentation on the history of Singapore's workforce development, the 4th Industrial Revolution & the Future of Work, and lifelong learning & learning neighbourhoods
In the last quarter of the year, I was asked to conduct a lecture for the Bruneian Public Service at the Human Resource Organisational Development (HROD) Roundtable at Dewan Musyuwarah, Pusat Persidangan Antarabangsa Berakas. The theme of the two-day event was “Elevating the HR Function Through Digital Transformation”.
I was invited to share on Singapore’s Case Study on Best Practices on Workforce Development and Lifelong Learning and Global Impact of IR 4.0 and Digital Transformation on HRM on 14 Nov 2019. It was a great opportunity to share Singapore’s case study on its workforce development and how the promotion of lifelong learning was an important pillar towards supporting the economic development of the nation.
The 4-hour presentation covered four parts, (1) Case study of global best practices – Part 1: Singapore’s workforce development journey; (2) Part 2: CET Master Plans and SkillsFuture; (3) iR.40, Future of Work & Talent Management; and (4) Promotion of lifelong learning and setting up of learning neighbourhoods.
Part 1: Singapore's transformation from 3rd world to 1st
This first segment described the various learning phases Singapore went through in building its economy. We started by adopting an industrialization program with low skills low wage manufacturing industries to create jobs to capital intensive high-tech and high skills economies, then to knowledge-based economy and to the current innovation-based economy addressing the disruptive technologies of the IR 4.0. The key learning points of Singapore’s economic strategies from a third world country to a first world country were shared.
Part 2: Singapore’s workforce development journey
The second segment described the efforts on the Continuing Education and Training (CET) Master Plans to develop the workforce and Adult Education and Training sector in Singapore. This culminated with the SkillsFuture initiatives as part of the supporting pillars for the jobs and skills of the Industry Transformation Maps (ITM) for the 23 industry sectors. The other three pillars of ITM include productivity, innovation and internationalization.
Part 3: The 4th Industrial Revolution & The Future of Work
The third segment described in detail the concepts of workforce development and lifelong learning and its implications on the Industrial Revolution 4.0 and Future of Work. The report by the World Economic Forum on possible scenarios due to the impact of technology changes; learning evolutions and talent mobility was discussed. Next, the various types of disruptive technologies and concerns of Human Resource Management in IR 4.0 were highlighted. The application of disruptive technologies and workforce development were discussed as well.
Part 4: Lifelong learning & learning neighbourhoods
The last segment explained SkillsFuture’s efforts to promote lifelong learning mindset among all Singaporeans. I also went through the definition of lifelong learning using UNESCO 4 pillars of learning, namely Learning to Know; Learning to Do; Learning to Be; and Learning to Live Together. Examples of the setting up of learning neighbourhood was shared where learning opportunities and learning festivals were organised to promote lifelong learning among the populace nation-wide. The concept of Global Network of Learning City by UNESCO Institute of Lifelong Learning (UIL) was shared to learn the global efforts of promoting lifelong learning.
Closing Thoughts
Overall, the participants appreciated the sharing of how Singapore has progressed through the years and admired the progress we have made. They recognised the impact of the IR 4.0 and are keen to learn. I had also learned a lot from their sharing as well.
One useful observation of their keenness to learn was the summative session at the end of the two-day forum, of which one of the senior staff of the civil service collage did an interactive review of the learning points with all the participants. This not only helped the participants to recall what they had learnt but they also explored and identified possible areas of application at their respective departments and workplaces.
At the end, they got all the participants to form a word cloud to share one word that they resonated most in the forum with the content shared by the various speakers. It was heartening to know the word, ‘lifelong learning’ was among some of the key words that they took away with. I think my message of the importance of lifelong learning was well brought home with the participants.
Sharing Singapore's workforce development history and current challenges with Brunei
Workforce Development and what it means for a country and individual
Sharing Singapore's workforce development history and current challenges with Brunei
Workforce Development and what it means for a country and individual
Sharing Singapore's workforce development history and current challenges with Brunei
Workforce Development and what it means for a country and individual
This first segment described the various learning phases Singapore went through in building its economy. We started by adopting an industrialization program with low skills low wage manufacturing industries to create jobs to capital intensive high-tech and high skills economies, then to knowledge-based economy and to the current innovation-based economy addressing the disruptive technologies of the IR 4.0. The key learning points of Singapore’s economic strategies from a third world country to a first world country were shared.