A Collaboration to Transform the CET Sector Dr Gog Soon Joo Institute for Adult Learning (IAL)

A Collaboration to Transform the CET Sector

Dr Gog Soon JooInstitute for Adult Learning (IAL)

A Collaboration to Transform the CET sector

Work and Professional Development Opportunities Ahead

A more complex world needs multi-disciplinary professionals to build a future proof CET sector

The development of TAEPCM is only a starting point.


Imminent Changes are Taking Place

Political Forces Economic Forces Social Forces Technological Forces


Political Forces: Singapore at her Turning Point

“Re-balancing the social impact and roles to be played by the individuals, the community and the Government”

Do more to give every citizen a fair share in nation’s success - Raise incomes and wealth of the low-income Singaporean

Do more to keep paths upwards open to all- To keep our society MOBILE

Increase social safety

nets

CET now needs to play a bigger role in supporting the strategic thrusts


Political Forces: A More Inclusive Society with Pursuit of Excellence

Demand for Quality Job & Social Mobility

Continue to have a strong emphasis in work and rewarding individuals who work

Jobs and more specifically GOOD JOBS will be important to support the strategic thrusts and to meeting the needs of Singaporeans where multiple pathways for career and training progress are created




Demand for Compassionate

Meritocracy

Demand for Productivity Drive

Meritocracy will gain importance and cultivated. People who succeed under the system, must feel the duty to contribute to the society

Singaporean will remain as core even with increase in population growth. The need to restructure our economy to reduce reliance on labour and enhancing productivity





Meritocracy


Demand for Individual Funding

Education and training as merit good which provide positive externalities and social benefits will likely to continue

Increasing need to provide individual-based funding to support special attention segments of workforce

To enhance individuals’ employability by supporting Lifelong Learning





Meritocracy

Tripartism remains as cornerstone to manage industrial relationship


Demand for Individual Funding

Tripartism is our competitive advantage and will remain as key cornerstone to manage industrial relations


Economic Forces: Demand for Complex Skills and Short Lead Time to Build Competitive Advantage Rapidly

Demand for complex skills

Knowledge economy – demand for creation of innovative goods and services

Demand production of high value goods and services

Demand more rapid pace of adjustments to

respond

Demand higher level of business sophistication inall sectors

Market becomes volatile and shortening of business cycles

Skills strategies become critical part of business strategies

Economic Forces: Demand for Complex Skills and Short Lead Time to Build Competitive Advantage Rapidly

The need for more firms to enter global market

Products & Services Innovation is key

Increasing demand for inclusive value chain for lead-firms to bring up the productivity & innovation

of SMEs in the value chain



Social Forces: Effects of Globalisation are Increasing Prominent in Driving the Social Changes in Singapore

Income Disparity ! Year 2000 2005 2011

Lowest 10% $315 $297 $422

Highest 10% $5,801 $7,004 $10,543

Ratio of Top 10% over Lowest 10% 18.4 23.6 25.0

Average Monthly Household Income from Work Per Household Member (including CPF)

Gini coefficient increased from 43.4 in 2000 to 45.2 in 2011

Pursuit to be “global city” and to keep cost affordable – the need for flexible labour market (develop local core while continue to attract foreign talent)

Challenging for good governance to develop and implement coherence policies for all workforce segments



Source: MTI, “The Elderly in Singapore, 2011”

Building a culture of lifelong learning becomes essential to improve employability and help Singaporeans secure better jobs

Organisations have to create more diversity and flexibility in their provision of career paths and to take advantage of the wealth of experience that an aging workforce can offer

Aging Population & Low Fertility Rate 65 yrs

Aged 65 population will increase from the current 9.3% to 19% by 2030.

Aged 50 workforce increased increase from the 20% in 2002 to 31% in 2012.

Individuals will stay in the workforce longer with multiple careers, include non-wage career



Amplification of Freelancers

Changing nature of work – new skills set for the contingent workforce to mitigate employment & income risk

Adecco predicts that rate of growth in contingent work will be 2 to 4 times the growth rate of traditional workforce and will eventually make up of 25% of the global workforce

Sources: The rise of the New Contract Worker,

Harvard Business Review, 7 September 2012

The Singapore Workforce, 2012, Ministry of Manpower

9.5% on contract

basis

10% on part-time

basis

In Singapore



Sustainable Job Growth for More Educated Workforce?

Graduates us facing joblessness or the prospect of having to take on low-skilled jobs

Degree holders forming residing labour force increased from 19% in 2002 to 29% in 2012

Hollowing out of middle-skilled jobs

Source: MTI, 2011

Change in Employment Share in Singapore (1999 - 2009)

Series1-10%0%

10%20%30%40%50%60%

Low-skilled Middle-skilled High-skilled


Technological Forces: New Challenges & Opportunities

Rise of smart

machines

Need to build specialisation to differentiate from others (to achieve mastery) to stay employable

Re-define workplace and learning

Work are more sophisticated and may require multi-disciplinary skills to add-value

Prevalence of New Media

Emergence of Cloud

Computing

Lines between work, private lives and

learning are getting blurred

Computing power to computing infrastructure, applications and

collaborative services can be delivered to end users whenever

and wherever one needs it

More technology savvy generations

Mitigation of physical space shortages, promote higher flexibility in work arrangement and bring talents together by transcending geographical constraints


What Does It Mean?

What Does It Mean?

These forces do converge, reinforce and interact with one another


What Does it Mean to Workforce Development Professional?

WFD personnel to be equipped with knowledge and skills in labour relations , labour economics, outcome evaluation,

human resource principles, procedures & etc to design sound policy initiatives

To promote essential skills including new

media skills to enhance their employability and

mobility

To promote “e”/ mobile/ blended

learning & workplace learning

To examine the eco-system by identifying the levers of

change to transform the low skills equilibrium sectors

Strengthen career guidance and consulting

framework

More efficient use of funds at specific

workforce segments need to be studied

more carefully

Review and explore how best to promote, recognise

and validate non- formal workplace learning for skills

acquisitions

To review the current TAE ecosystem to better

support both TAE professionals and their

employers

Strengthen the support of in-house training to protect

proprietary expertise


What Does It Mean to Workforce Development Professional?

Speed is essence in picking up new complex skills to meet fast changing skills demand. Our policy and mechanism must be able to:

Support and expedite the roll out of

programmes, balancing the need to safeguard quality to keep pace

with the change

Further enhance the WSQ developmental and review approach

and process to be more responsive

Allow more flexible programme design and qualifications packaging to meet interdisciplinary

skills requirements of future work


What Does It Mean to Training Management Professional?

Able to tap on existing new media and cloud infrastructure/ resources: Learning Management System Learning Analytics

Ability to develop new business model for “e”, “mobile”, “blended” and alternative learning

Able to develop and expand capability in one-stop consultation services

TM needs to re-strategise on their business development approach to better outreach to new potential direct individual buyers

To have capability to provide relevant programmes to equip the local workforce to have the capacity to compete at the international levels


What Does It Mean to HRD Professional?

Able to re-look into the design and cultivation of workplace culture, set-up and environment to facilitate and support workplace collaboration and learning and to complement classroom training

They should also be able to lead or contribute quickly to the:

process re-engineering and job-redesign activities as the organisations respond to economic forces and to support business performance and productivity

Skills utilisation at workplace

Longer term manpower/skills planning

Total business-learning solution


What Does It Mean to Adult Educator?

Master new media skills to build own personal branding and find collaborators in projects, participate in professional bodies and networks

Be a true expert in his / her fields and be able to offer more than what the new media could offer

Possess pedagogical approaches/ skills to customise courses according to learning

needs of different workforce segments Develop “e”, “mobile” and “blended learning”


What Does It Mean to Adult Educator?

Domain expertise will become crucial and likely more subject matter experts (SME) will play the role of AE. It is important for them to be effective AE and to assist them better in their transition to take on the new or additional role.

Should help build their own professional bodies or internal networks, transforming them to be a place where true expertise could be horned and shared, and aiding one another in their professional development (compassionate meritocracy)

Singapore Association of Pharmaceutical Industries


What’s Next?

A 5-Year Collaboration Plan in the Making


Phase 3: Execute Demonstration Projects

Phase 2: Validation & Establish Agreements

Phase 1: Strategic Intelligence

TAE Skills Strategies [TAES2]

Desktop Research

Validation of the findings from phase one via skills survey, leading to agreed

priorities to be addressed, and concrete intervention

strategies to be developed

Systematic investigations of the sector with a core focus on the skills management in

TAE community, with linkages to other factors

within CET sector

Between middle of 2014 to 2018, a series of

“Demonstration Projects” under the “Learning and

Performance Transformation” (LPT) umbrella will take place

Monitor and Measure the Planned Impact Outcomes

Part one report will be released in Nov 2013 by TAE MSTC


Achieving Outcomes at Three Levels

Right skills to respond to the needs of the labour market

Stimulate the growth of high-skilled and high value-added jobs

Government Level

Ensure full utilisation of existing skills

Future proofing firm’s performance

Firm Level

Skill-build towards the future to improve the employability of the CET professionals

Individual Level

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A Collaboration to Transform the CET Sector Dr Gog Soon Joo Institute for Adult Learning (IAL)

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