CapitaLand Investment Limited (CLI) is committed to developing employees through the Building Capability Framework, offering access to diverse learning opportunities including workshops, e-learning and higher education programmes. The Career Navigator Programme, led by industry experts, equips supervisors and the Human Resource team with coaching skills to support career growth. CLI champions inclusivity by creating opportunities for individuals with disabilities, supporting returning mothers, and nurturing young talent via the SkillsFuture Work-Study Programme. CLI also actively supports extended re-employment for mature workers. As a SkillsFuture Queen Bee, CLI plays a pivotal role in strengthening Singapore's retail sector capabilities and fostering a resilient, future-ready workforce.

Fei Yue Community Services (FYCS) is committed to workforce learning and development, equipping employees with skills to deliver quality services. Workforce capability is enhanced through training investments, sponsorships for academic and professional courses, and in-house expertise with certified learning specialists. These specialists design e-learning, onboarding modules, and structured learning roadmaps. Its Learning Management System tracks competencies to support career progression, while training aligns with the Skills Framework to meet emerging needs. FYCS also partnered with the Social Service Institute to develop sector-relevant programmes. It contributes to national workforce initiatives and adopts age-friendly and skills-based hiring practices to support workforce diversity.

JUMBO Group of Restaurants (JUMBO) is committed to developing employees' growth through structured training, workplace learning, and continuous learning culture aligned with its strategic vision. Its workforce development efforts have earned national recognition with the Workplace Learning READY Mark. JUMBO Academy – its training arm, a SkillsFuture Registered Training Provider and ITE Certified On-the-Job Training Centre – delivers industry-relevant programmes, hands-on training, and digitalised courses for greater accessibility to individuals joining the industry. To nurture future talent, JUMBO partners with Institutes of Higher Learning, and actively share best practices with partners, local businesses, and SMEs to uplift the wider F&B community.

Oracle Corporation Singapore Pte Ltd (Oracle) has cultivated a strong workplace learning culture, earning multiple accolades. The Oracle Learning platform offers employees self-paced learning and curated libraries, while Oracle Fusion Cloud Human Capital Management integrates goal setting, feedback, and performance reviews to support career growth. It also leverages AI-enabled Oracle Recruiting Cloud with standardised job codes and competency-based interview guidelines to ensure fair, skills-focused hiring. Oracle is committed to nurturing future digital talent, pledging to train 10,000 professionals by 2027. It also partners the Infocomm Media Development Authority and local polytechnics to offer internships and apprenticeships in cloud, Artificial Intelligence, and data analytics.

Prudential is committed to building a culture where employees can thrive, tribe, and be inspired. Employees benefit from its comprehensive learning ecosystem which includes structured talent development programmes, 24/7 digital learning and PRUAcademy, a platform that offers training in operational excellence, risk management and Generative Artificial Intelligence. To nurture future talent, Prudential launched PRUApprentice, a corporate-led programme for financial representatives to gain exposure in agency and corporate settings. The company also partners Institutes of Higher Learning to provide students with industry exposure through internships. As a SkillsFuture Queen Bee, the insurer drives sector-wide upskilling and supports transitions into technology roles in the finance industry.

Headquartered in Singapore, SATS Ltd (SATS) is a global leader in air cargo handling services and Asia's leading airline caterer. SATS nurtures a culture of innovation and lifelong learning. Its workplace learning blends formal and on-the-job training guided by the NACE's National Workplace Learning Framework, while its leadership development framework cultivates a global mindset through international attachments. SATS' active support for SkillsFuture initiatives and the Skills Framework for Air Transport reflects its commitment to holistic workforce development across the aviation sector. Through structured job design initiatives, SATS enhances role clarity and accelerates workforce readiness, reinforcing its commitment to integrated workforce development.

Singapore Health Services Pte Ltd (SingHealth) regards its people as its greatest asset and invests significantly in their growth. Workforce learning is supported through the SingHealth Academy and its Colleges and Institute, complemented by digital platforms and initiatives aligned with the Healthcare Industry Transformation Map. To future-proof its workforce, SingHealth invests in training in emerging skills like data analytics and cybersecurity. To strengthen talent pipeline, SingHealth runs structured leadership and mentoring initiatives, partners Institutes of Higher Learning on specialised training, and supports return-to-work and work-study programmes. SingHealth embraces merit-based hiring, supporting mature workers, and creating opportunities for individuals with special needs.

SP Group (SP) is committed to building a future-ready workforce. Its Learning Roadmap 2030 and Project FUSION initiatives upskill staff in sustainability, low-carbon solutions and digitalisation. SP also invests in workforce development through higher education sponsorships, masterclasses, and on-the-job training, supported by a structured technical competency framework. To nurture talent pipelines, SP offers the Technical Expert and the Engineering Development for Graduate (EDGE) programmes and partners with Institutes of Higher Learning on scholarships and SkillsFuture Work-Study opportunities. SP contributes to sector-wide capability building through curriculum development, simulator-based training, and the Skills Framework for Energy and Power.

St Luke's ElderCare (SLEC) promotes continuous learning through a wide range of in-house courses, guided by the NACE's National Workplace Learning Framework. Its training is informed by SkillsFuture Singapore's Skills Demand for the Future Economy reports and skills dashboards to stay responsive to evolving sector needs. Staff are equipped with LEAN principles and digital capabilities, while emerging core skills are integrated into Human Resource and Learning and Development processes. SLEC also adopts skills-based hiring, creates micro-jobs for seniors, and supports mid-career transitions through practicum opportunities. Beyond its workforce, SLEC contributes to sector capability by co-developing curricula, driving job redesign, and professionalising community care roles.