NTUC, TTAB and NTUC LHUB Proposes Ten Recommendations to help Singaporeans Thrive in ICT Jobs

No.

Recommendations

1

Tap on the resources and expertise of the veteran ICT Professionals by:

1. Developing an initiative to leverage the knowledge and experiences of retired/near-retirees ICT professionals to contribute to the development of the next generation of workers, especially in the development of transferable skills.

2

Identify higher-value tech job roles for local mid-careerists by:

1. Determining the higher-value tech jobs where local mid-careerists could potentially move into, which leverage their transferable skills.

3

Leverage company training outside of organisations by:

1. Pairing elements from best-of-class corporate programmes with a government policy framework, stakeholders can jointly help establish a high- quality national skills development programme that is germane to local populations.

4

Recognition of skills acquired through non-formal and informal learning including micro-credentials by:

1. Forming an industry workgroup (NTUC LHUB, TTAB in support with SkillsFuture Singapore) to look into common standards and recognition for micro-credentials of ICT skills, including quality assurance and incorporation into a national framework to encourage adoption.
2. Creating a platform which fosters an objective assessment means by standardising test to assess an individual’s knowledge and/or skills on a subject matter.

5

Using a consortium approach to enable SMEs to scale up training for ICT professionals through:

1. Forming a consortium (comprising SMEs, trade unions/ associations and educational institutions and training providers) to look into the training needs and development of training programmes to upskill ICT professionals to better meet business requirements of SMEs.
2. Creating a shared ICT resource/services pool allowing each individual business can tap on where needed.

6

Promote the formation of Special Interest Groups that enable exchange of skills and knowledge through:

1. Sharing of best practices and knowledge to alleviate skills gaps.
2. Building communities of practice to enrich the local ICT ecosystem.
3. Exploring funding for members of Special Interest Groups to acquire accredited, technical training to develop individuals’ expertise in technology-related fields.

7

Skills-based Approach to Hiring and Developing Talent by:

1. Continually evolve hiring practices of ICT professionals to assess capabilities beyond formal educational or prior work experience.
2. Adopting the use of skills-oriented strategies to remove barriers for candidates who might not fulfill the education or experience criteria, while creating a more diverse pool of potential talents.

8

Apprenticeship-by Degrees by:

1. Filling roles where substantial deficiencies exist in the talent supply pipeline.
2. Creating a workforce that is both work-ready and able to transfer learning into an employer’s context.
3. Reskilling to rapidly overcome skill misalignments where fresh graduates or the existing talent pool hold skills appropriate for jobs that are being augmented or replaced by technology.
4. Ensuring those in the programmes acquire capabilities which prepare them for a career, not a specific role, thus improving their employability across multiple jobs.  

9

Facilitate the development of overseas experience of ICT professionals by:

1. Having a global mentor to help local workers prepare for overseas transitions.
2. Partnering with Government agencies, the Labour Movement could facilitate in providing opportunities for workers to develop overseas experience such as overseas attachment to enhance opportunities for employability and progression.

10

Protection of remote ICT professionals by:

1. Developing a set of strategies and principles that can be used to advance remote workers’ rights beyond geographical boundaries.