8 recommendations to improve employment resilience in Singapore

The Citizens’ Panel on Employment Resilience details ways Singapore can tackle challenges such as poor career self-management, underuse of training and development tools, and lack of unemployment support.

In February and March 2023, the Ngee Ann Kongsi - Institute of Policy Studies in Singapore hosted the IPS Citizens’ Panel on Employment Resilience gathered to co-create ideas and proposals to address the challenge of employment resilience.

In a Facebook post dated 13 June 2023 (Tuesday), the Ministry of Manpower shared that the government would carefully analyse findings and suggestions from the Panel to guide policymaking decisions, reaffirming the common goal of helping workers stay resilient despite challenges and remain employable throughout their careers. Further, it added, the Panel, alongside other engagements under Forward Singapore’s Empower Pillar, will enable Singapore to strengthen its social compact on jobs and the economy.

The detailed report highlighted three main challenges faced by employees, and the corresponding recommendations to combat them. 

#1 Career self-management

The report explained that employers found it difficult to encourage their workers to actively manage their careers so that they can stay adaptable and remain employable throughout their working lives. In an ever-changing job landscape, workers need to know how global trends can impact their career growth, and ways to prepare for such changes through learning core skills to meet the needs of the modern economy.

It emphasised that workers should have a strong ability and motivation to adapt to these changes, and those who are self-directed are ready to take an active role in managing their careers. Others may be less proficient in understanding the current job market demands of upskilling and retraining to develop themselves or face employment barriers, such as the lack of necessary education and skills, and limited access to necessary job opportunities and training.

Recommendation 1: The launch of a Career Wellbeing-SG campaign targeting mid-career workers would include a self-help checklist for users to assess their personal career wellbeing score, spotlight support services and resources, and resources and helplines such as a Career Wellbeing-SG website, helplines, and resources for users to access whenever they need.

Recommendation 2: The creation of a digital career passport via MyInfo, which would reflect a student's schooling achievements and has a point system that rewards them with training courses.

In addition, a physical career gym could be informative and breach the gap between students and the workforce. This gym could see the inclusion of basic training such as job search strategies and resume writing will be provided to individuals, along with networking sessions and career fairs.

Recommendation 3: The introduction of a new Tripartite Standards on Performance and Career Management. Currently, it was noted, there are no Tripartite Standards on career management or training. Although there are tripartite guidelines on performance management, the Panel proposed the new Tripartite Standards to specify fair and progressive performance & career management practices that employers should implement at the workplace to effectively manage their career aspirations and to stay adaptable and remain employable.

The Standards would help organisations with good practices distinguish themselves, alongside the utilisation of community career coaches who are based in community centres and are readily available to provide career advice.

#2 Training & Development

Participants were also stumped when it came to finding ways to complement existing efforts in training and development for workers to remain employable, to meet the changing needs of the labour market. A successful skills ecosystem is imperative to deliver relevant and effective training and development which supports workers as they take on new jobs, change occupations or industries.

In line with this, there are schemes currently in place that aim to assist both employers and employees by facilitating job matching, subsidising upskilling and reskilling, and helping workers' career growth – such as the Career Conversion Programmes and SkillsFuture Career Transition Programme.

Recommendation 4: The use of a jobs market and training dashboard that analyses industry trends with relevant, recognised, and valuable courses eligible for grants. The platform aims to simplify the job search process by allowing job seekers access to a personalised and user-friendly platform to find job
opportunities, training options, and industry trends.

Recommendation 5: A unified, user-centric Resource Hub for Self-Employed Persons (SEPs). This Resource Hub will provide access to networks with relevant organisations and service providers, information and training, and financial assistance and advice. 

Recommendation 6: A portal for transiting parents, providing "back to work” programmes initiated by the government. These parents are those returning to work after an extended break, which, for the purpose of this proposal, is defined as a period of two years or more of not working in their former professional roles. 

In light of significant challenges, the "back to work" proposal aims to provide targeted support and resources to help the group overcome the barriers to re-entering the workforce and achieving their career goals.

#3 Unemployment support

Considering the unemployed in Singapore, participants were concerned about finding solutions for them to bounce back and confidently seek employment. Looking ahead, disruptions to the labour market are likely to result in more jobs becoming obsolete leading to more workers being displaced. While some employers may provide retrenchment benefits for displaced workers, it is not mandatory under the Employment Act and many workers may not get enough income support to make ends meet throughout the period in between jobs.

Singapore remains among the few developed countries that do not provide unemployment support. In 2021, it was brought to attention by the PME Taskforce, led by the National Trades Union Congress and Singapore National Employers Federation, which proposed that the government consider providing unemployment income support for all workers who are involuntarily unemployed. 

Recommendation 7: A transition assurance package to be given out to unemployed individuals. Financial payouts to help such workers who are transitioning into their next job. These workers as those who have previously contributed to their CPF accounts for at least 12 months out of the past 24 months.

Recommendation 8: A Job & Employment Transition (JET) Scheme to provide efficient intervention to SEPs during a critical period when they are involuntarily out of work, ensuring that they do not fall through the cracks and suffer from long-term unemployment.

Read the full report findings and in-depth updates on the recommendations here. 

Earlier this year, during the closing of the Panel, Deputy Prime Minister and Minister for Finance Lawrence Wong affirmed that, in a dynamic economy, Singapore's approach is to "protect the worker, not the job." Particularly since, as the flow of innovation in such a desired healthy economy fosters new ideas and ways of doing things, a churn of jobs is to be expected.

While he recognised that some jobs will be rendered obsolete, perhaps due to innovation and technological advancements, he also noted that new jobs will also be created — "and these new jobs will usually be more productive, and will pay better wages".

Read the full story on this here.