One in every ten Singaporeans wish to enrich their careers through learning and development, but only one in five say that their employer has provided such an opportunity. This sad reality of the workforce urges us to look deeper into the lack of training opportunities and understand what employees actually want.

In 2022, 22 per cent of respondents reported that their employers had provided opportunities for training and upskilling. These statistics shed light on a significant issue plaguing Singapore’s workforce — the lack of upskilling opportunities. With 73 per cent of employees stating that training is important to them and a majority needing it to improve their soft skills, technical skills, and overall career development, the demand for upskilling is clear.

Understanding the challenge

Corporate training, or the opportunity for employees in a company to learn new skills to improve aspects of an organisation, is crucial for personal growth and economic advancement of the company. However, despite Singapore’s reputation as a hub of innovation and education, many Singaporeans are not receiving sufficient upskilling opportunities. As industries evolve and technology advances, the skills required for jobs also change. Moreover, 32 per cent of Singaporean workers are looking forward to receiving support for upskilling and reskilling.

Unfortunately, many workers find themselves lacking the necessary skills to adapt to these changes. Moreover, accessibility and affordability are significant barriers to upskilling for many Singaporean companies. While there are various training programs available, not all companies can afford the time and cost associated with them for training their employees.

Additionally, some may face difficulties accessing these programs due to geographical constraints or lack of awareness. As a result, a significant portion of the population remains underserved in terms of upskilling opportunities.

Also Read: Bridging the skills gap: Empowering companies in Malaysia for success

Ultimately, upskilling and reskilling are crucial for personal and economic growth, and urgent action by employers is necessary to ensure Singaporeans stay competitive. As such, there are many things employers must ensure before signing up for training, such as checking the credentials of the provider and setting up a schedule that works for all workers.

Understanding the mindset of today’s workforce in terms of upskilling demands

Singaporean workers exhibit a strong eagerness to embrace upskilling opportunities. Many recognise the importance of staying relevant in an ever-changing job market. They understand that acquiring new skills not only enhances their security at their workplace but also opens doors to new opportunities for personal and professional growth.

On the other hand, there may be a perceived lack of clarity regarding which skills are most in demand and how to acquire them in the best way. With industries evolving at such a rapid pace, employers may feel overwhelmed by the sheer volume of information and options available to them for their employees. This can lead to a sense of uncertainty and indecision, making it challenging for employers to chart a clear path for their employees’ upskilling journey.

I strongly believe that learning looks different for everyone and unique concepts are designed nowadays for employers to be able to access different training details from different training providers for more strategic training planning.

For example, through recently developed customisable courses, employers can request courses, and training providers are able to devise their proposals to these requests, leading to an eventual near-perfect match between an employer and a training provider.

Also Read: The future is skills, not jobs

Benefits of engaging in upskilling courses

Enhanced job satisfaction: Engaging in upskilling courses enables individuals to bridge the gap between their professional interests and passions, thus fostering a deeper sense of fulfilment and motivation within their work. By acquiring skills that directly align with their career goals and personal interests, employees are more likely to find their work meaningful and rewarding.
Adaptive learning methods: Embracing flexible learning modalities, such as online courses, webinars, and micro-learning modules, allows individuals to engage in continuous learning without significant disruptions to their daily routines. These platforms emphasise practical, hands-on learning experiences developed by industry experts with years of experience. By providing self-paced learning opportunities, modern academies and training platforms empower professionals to enhance their skills and knowledge at their own convenience, ultimately leading to more effective learning outcomes.
Tailored development: Tailoring development plans to align with the unique aspirations and learning objectives of employees is crucial for enhancing engagement and motivation. By considering factors such as the employee’s demands, existing skillset, and job description, employers can demonstrate a commitment to individual growth and empowerment. This personalised approach not only fosters a positive learning environment within the company but also contributes to overall employee satisfaction and retention.

Final thoughts

In conclusion, the pressing need for upskilling opportunities in Singapore’s workforce underscores the importance of addressing the skills gap and providing accessible, efficient avenues for continuous learning and professional development.

By leveraging digital training courses and platforms, employers can enhance their company’s performance, adapt to evolving industry demands through flexible learning methods, and benefit from personalised development plans.

It is imperative for employers to prioritise upskilling initiatives to ensure the competitiveness and well-being of Singaporean workers in the ever-changing job market landscape.

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