Amgen champions continuous learning to foster a high-performing workplace culture. It offers employees development initiatives including global job rotation programmes and structured progression paths. Through industry and community initiatives such as Amgen Scholars, Amgen Biotech Experience and BOOST, Amgen advances a pipeline of highly-skilled biomanufacturing talents and inspires the next generation of innovators. Amgen is also the first biotechnology company in Singapore to attain the Great Place to LearnTM certification.

Becton Dickinson views learning and professional development as a vital part of its company culture, providing programmes for all employees from entry to leadership positions. For example, the Becton Dickinson University is a key learning resource, offering classroom teaching and online resources globally for its associates, which is further supplemented by a dedicated online learning portal. The management also provides coaching through a Leadersas-Teachers Approach, by facilitating classroom training.

Chevron Oronite equips its employees for digitalisation at work. It taps on the Skills Framework for Energy and Chemicals to develop a three-year Digital Organisational Capability Roadmap that drives digital transformation and mindset change. Employees attend courses supported by SkillsFuture Singapore to enhance digital skills, such as Robotic Process Automation and Data Analytics. Chevron Oronite also participates in various industry events to promote digital transformation in the industry.

DPA has a strong culture of lifelong learning. Prioritising capability building in its people, it established DP Academy in 2016 to equip employees with relevant skillsets and specialist knowledge. DPA is also implementing a forwardlooking skills and competency framework to guide their professional development. Besides participating in external initiatives such as SkillsFuture Earn and Learn, DPA also encourages its employees to contribute to and learn through various industry engagements.

EM Services implements schemes to uplift the competencies of its employees and professionals in the industry. An inhouse WSQ ATO since 2016 and a Public ATO from 2019, it has set up a training arm — EM Learning Pte Ltd — to further train employees and those in the industry. The company also participates in the ITE Work-Learn Technical Diploma and Professional Conversion Programme to build industry talent.

GlobalFoundries supports skills development and mastery. It takes part in SkillsFuture Earn and Learn, and Professional Conversion Programmes, and uses the Skills Framework for Electronics to guide its hiring and career development practices. It is also an in-house WSQ ATO. Being a forerunner in the electronics industry, GlobalFoundries initiated the Autonomous Robotics Consortium to enhance the use of emerging technologies in the industry.

InterContinental Singapore offers a work environment conducive to learning for all employees. It is involved in SkillsFuture programmes that include SkillsFuture Earn and Learn, and SkillsFuture Leadership Development Initiative. It designs professional development, mentoring and jobrelated training for its employees, based on different job roles. In addition to self-led learning modules and peer learning, it practises job redesigning to help persons with disabilities adapt to the work skills requirements.

Mandarin Oriental, Singapore develops its people to become co-creators of business success. It participates in multiple SkillsFuture initiatives, such as SkillsFuture Earn and Learn, WSQ, and Professional Conversion Programmes. Its human resources personnel familiarises themselves with the Skills Framework for Human Resource to strengthen human resources capabilities. The hotel conducts job redesign to create a progressive work environment and focuses on competency-based hiring as well as merit based promotion practices.

McDonald’s Singapore makes leaders out of all employees, regardless of their roles, providing sponsored education to both full-time and part-time staff. Through its learning and development initiatives, over 50% of their Restaurant General Managers have progressed through the ranks from a Crew position. Since 2006, McDonald’s Singapore is an in-house WSQ ATO, providing continuous learning and education opportunities that enable employees to attain industry-recognised WSQ food & beverage qualifications.

Mitsui Chemicals Singapore sees its employees as the greatest business asset. For example, it piloted the Mitsui Chemicals Competency Development Programmes to groom young talents at different career stages. It provides polytechnic students with opportunities to build their careers in the industry through the Mitsui Chemicals Process Technology Study Award. It also participates in the SkillsFuture Earn and Learn, and incorporates various Skills Frameworks into its human resources practices.

MSD deploys a holistic approach to maximise the value of its learning and development investments in its workforce. The company encourages deep skilling through talent management schemes like the Development Sponsorship programme and Manufacturing Leadership Development programme. As a member of the Biopharmaceutical Manufacturers’ Advisory Council, MSD also participates in initiatives such as the TechSkills Accelerator programme and the development of the Skills Framework for Biopharmaceuticals Manufacturing.

MSIG provides training opportunities to imbue a culture of lifelong learning. It sends employees for SkillsFuture programmes such as SkillsFuture Advice workshops and SkillsFuture for Digital Workplace, and co-funds their nonwork related courses to help them pick up new skills. MSIG uses a skills and competency-based framework to guide employee development, and has also participated in the development of the Skills Framework for Financial Services.

P&G drives innovation and productivity by building a skilled workforce. New hires are assigned mentors, and accorded local and overseas learning opportunities. Existing employees can tap on the $8 million seed fund from its venture-building unit — GrowthWorks — to work on new business ideas with local enterprises. P&G also participates in the Professional Conversion Programme and works with Institutes of Higher Learning to groom local talent.

Prudential Singapore creates an open, inclusive workplace environment to encourage innovation and build capabilities. As part of its transformation efforts, it invests in developing its employees to ensure they remain competitive and relevant. The company sends its employees to various SkillsFuture programmes that include SkillsFuture Advice workshops, SkillsFuture for Digital Workplace courses and SkillsFuture Series courses. It also offers online artificial intelligence course for 100 employees through Ngee Ann Polytechnic.

PwC Singapore looks at both upskilling their employees and nurturing of Singapore’s talent pool. The firm sponsors employees for professional upgrading locally and overseas, and takes part in SkillsFuture programmes such as SkillsFuture Earn and Learn, and TechSkills Accelerator. Recently, they launched a platform, enabling real-time feedback for employees to attain real-time development. Currently, they have trained about 4,200 professionals from private and public sectors through PwC’s Academy.

Schindler dedicates itself to “Commitment to People Development”, which is one of its core company values. Young employees can participate in the Field Engineers Development Programme and an accelerated two-year Schindler Apprenticeship Programme, which is aligned with the ITE Work-Learn Technical Diploma. Other employees can look forward to bite-sized e-learning courses for learning on the go, and study leave for SkillsFuture programmes such as SkillsFuture Credit-eligible courses.

Senoko Energy promotes workplace learning. An ITE Certified On-the-Job Training Centre, it complements classroom training with an eLearning platform, WizLearn. It introduced the Nithiah Nandan Award, recognising employees who made exceptional efforts to pursue skills mastery. Its employees were also conferred the SkillsFuture Fellowships and SkillsFuture Study Awards. Senoko Energy participates actively in government initiatives, supporting the development of the Skills Framework for Energy and Power, and industry scholarship programmes.

Singtel is committed to lifelong learning and invests in training its employees with the knowledge and skillsets to thrive in the digital economy. It taps on the Skills Framework to chart employees’ career pathways, and leveraged the SkillsFuture for Digital Workplace to develop 1,500 staff into ‘Digital Citizens’. It also participates in government initiatives such as the SkillsFuture Earn and Learn, Professional Conversion Programmes and TechSkills Accelerator.

SP Group advocates skills-based hiring and career development. It participates in SkillsFuture schemes, such as the SkillsFuture Earn and Learn, SkillsFuture Advice and SkillsFuture for Digital Workplace; and integrates the Skills Framework for Energy and Power, which it helped validate, into its hiring and career development practices. SP Group also initiated Project Fusion in 2018 — a future skills roadmap — which has trained over 2,000 employees since 2018.

SSMC is an ITE Certified On-the-Job Training Centre and an in-house WSQ ATO. It supports the SkillsFuture movement through initiatives, such as SkillsFuture Earn and Learn, and Professional Conversion Programme. It offers an additional $500 for all employees to attend SkillsFuture Credit-eligible courses. SSMC also contributes to industry growth by supporting development of the Skills Framework for Electronics and the WSQ Wafer Fabrication Framework.

Veolia recognises the importance of a skilled workforce. A WSQ ATO, it trains new hires in at least one WSQ module and supports its employees to attend courses that build an additional skill different from their job role requirements. It has also participated in the development of Skills Framework for Environmental Services. To encourage skills-based progression, it ensures that certain postings are made only available to existing employees.

WRS encourages its employees to stay relevant through training. It has a comprehensive learning system including a human resources information system available on mobile app, that provides convenient access to learning courses. Its employees look forward to sponsorship through the Continuing Education Scheme, on top of in-house training and overseas attachments. WRS bases its own structure on the Skills Framework for Tourism to enhance its hiring and career development practices