Accenture is a strong supporter of skills-based career development. To date, it has recruited and nurtured apprentices through initiatives like the SkillsFuture Earn and Learn Programme, SkillsFuture Work-Study Degree Programme, and Attach-and-Train Programme. Accenture also provides a wide range of learning and development options for employees to keep their knowledge aligned to the latest trends.

Alcon encourages skills development through a transparent and structured skills-based hiring and competency management framework. It has recruited SkillsFuture Earn and Learn Programme participants, offered apprenticeship programmes to ITE graduates and hired mid-career switchers via the Adapt and Grow Professional Conversion Programme. To walk the talk, Alcon leaders also actively provide career guidance and mentorship to staff and the industry.

CapitaLand has an integrated human capital strategy to recruit, develop and motivate employees. To develop its employees’ competencies, CapitaLand has implemented several initiatives which include a S$10 million innovation programme with the Singapore Economic Development Board to deepen its employees’ capabilities in emerging areas such as data analytics and smart building solutions.

DFS offers a robust portfolio of learning and development programmes to build and support the growth of its people through the DFS University. The continuous development of digital learning supported by their e-campus enables a convenient and mobile learning experience for staff. DFS is also an advocate of the SkillsFuture Leadership Development Initiative to develop retail professionals in Singapore.

ExxonMobil creates an environment with a range of work and training opportunities that enables employees to learn and develop to their fullest potential, throughout their career with the company. It also contributes to growing the industry’s talent pool through its involvement in developing the Skills Framework for Energy and Chemicals and the Institute of Technical Education’s Develop-A-Curriculum initiative.

HP Singapore believes that lifelong learning is important to help its employees achieve their fullest potential by enhancing new and existing workforce skillsets. The company offers job rotations, participation in the Adapt and Grow Professional Conversion Programme, as well as investment in social global learning platforms (Brain Candy), which facilitates knowledge sharing within the company.

KPMG believes in extensive professional development for its employees. In 2017, experts across the company conducted trainings in technical, leadership and soft skills. Extensive training roadmaps are given to each employee based on their business needs and career stages.

Oiltanking has adopted the Skills Framework for Energy and Chemicals, using it as a reference to develop career pathways, competency assessment and training roadmaps for its employees. A comprehensive suite of in-house training programmes specific to different job roles is designed to provide opportunities for upgrading. Oiltanking also has certified on-the-job trainers to train its staff.

Park Hotel Group provides its team members with all-rounded learning and development support through Park Hotel Academy, an in-house Singapore Workforce Skills Qualifications Approved Training Organisation. It participates in the SkillsFuture Earn and Learn Programme, and also funds a series of lunch events to continually develop its leaders.

SBS Transit is a key supporter of the Public Transport Singapore Workforce Skills Qualifications Bus Technical Committee that contributed to the Skills Framework for the Public Transport industry. The company continues to provide employees with easy access to training that focuses on developing employees’ skills to improve customer service standards and employee engagement.

Shopee supports its employees’ growth and development through the Shopee Academy programme, which offers general training workshops to all employees at beginner and intermediate levels. Shopee also runs advanced regional leadership training courses, providing lateral and vertical career progression opportunities for employees with leadership potential.

SIAEC is a Singapore Workforce Skills Qualifications Approved Training Organisation and the appointed Programme Manager in the SkillsFuture Earn and Learn Programme and the Adapt and Grow Professional Conversion Programme for the Aerospace industry. SIAEC was an early adopter of the SkillsFuture for Digital Workplace programme. Staff development is also evident through its training courses, sponsorship schemes and subsidised courses.

ST Logistics was involved in the development of the Skills Framework for Logistics and has also recruited SkillsFuture Earn and Learn Programme participants. ST Logistics is also embarking on the Singapore Economic Development Board’s SkillsFuture Leadership Development Initiative to put young graduates on a two-year management trainee programme. The company also participates in the SkillsFuture Career Advisor Programme to help individuals make informed career decisions.

Standard Chartered is focused on future-proofing its employees amidst the changing financial industry. In 2016, the company launched a S$2 million programme that provides employees with paid training leave and sponsors curated courses over a wide range of subjects. It also has interactive career and learning roadmaps to enable its employees to make informed training decisions.

SPO places strong emphasis on people development and has the flagship Swire Marine Training Centre to provide training programme for its seafarers. E-learning portals and in-house professional development programmes are also provided for shore-based employees to groom local maritime talents for future leadership positions. In addition, SPO conducts an in-house Management Trainee programme and internship programmes.

Tan Tock Seng Hospital commits to workplace learning through its extensive offerings of learning opportunities. From scholarships to local, external and in-house programmes, it motivates its staff to learn and re-learn. Besides adopting a competency-based hiring system, the hospital also seeks to build a progressive workplace by participation in job redesign and the Adapt and Grow Professional Conversion Programme.

UOB believes in being a company that cares for the professional and personal development of its people. It equips them with the right skillsets and mindsets needed to succeed in the digital economy. As part of this, UOB has participated in the Adapt and Grow Professional Conversion Programme, Capability Transfer Programme and the SkillsFuture Earn and Learn Programme. It has also partnered with the Singapore Management University for the UOB-SMU Banker’s Executive Certificate Programme, providing customised training to the region.

UTAC has developed a web-based application for its learning activities. It further leverages the Skills Framework for Electronics for its talent acquisition and management, and the development of on-the-job blueprints. It also participates in the Adapt and Grow Professional Conversion Programme, and has hired diploma graduates under the SkillsFuture Earn and Learn Programme. UTAC is also an accredited in-house Singapore Workforce Skills Qualifications Approved Training Organisation, as well as an ITE-certified On-the-Job Training Centre.

Yang Kee has hired several polytechnic graduates under the SkillsFuture Earn and Learn Programme, and participated in the Adapt and Grow Professional Programme. It is committed to staff development and provides its employees with a training matrix that builds on their core and elective skillsets. Yang Kee has also played a critical role in developing the Skills Framework for Logistics.