AETOS believes firmly in advocating lifelong learning, taking a multi-pronged approach to develop a future-ready workforce and to uplift the security industry. Besides an in-house Earn and Learn programme which provides employees with mentorship and on-the-job training, AETOS augments its recruitment and upskilling efforts through initiatives such as the Career Conversion Programmes. To develop a sustainable talent pipeline of professionals for the sector, AETOS also collaborates with industry partners, such as the Institute of Technical Education, for the SkillsFuture Work-Study Diploma Programme and to co-create training programmes.

Copthorne King’s Hotel regularly sends its employees for mandatory and other training for them to pick up new skills. It partners various government agencies to provide place-and-train and the Career Conversion Programmes to facilitate cross training of its employees. They are also tagged to experienced mentors in the company for on-the-job training. This has diversified their skillsets and enabled them to be effectively redeployed. Copthorne King’s Hotel also partners with the Institute of Technical Education and polytechnics to develop trainees’ skills through the SkillsFuture Work-Study Diploma Programme.

E-Bridge promotes a strong learning culture at work. Training policies are put in place that align to the Skills Framework, and help staff develop their skills and progress along their careers. Schemes include stipulation of minimum annual training hours and sponsorships for higher learning opportunities. E-Bridge also builds its local talent pipeline by tapping on graduates from the Institutes of Higher Learning and mid-career switchers. In particular, it sponsors the training programmes for mid-career workers to transit into the early childhood care and education sector.

Ensign InfoSecurity proactively encourages and sponsors its staff to upskill in areas relevant to their job roles. To promote knowledge sharing, it launched Teach@Ensign in 2021, which fosters peer-to-peer learning among staff. It also launched a Technical Graduate Programme in the same year to groom future cybersecurity leaders, and has tapped on government grants to build staff competencies, especially in areas requiring niche skills. In addition, Ensign InfoSecurity provides developmental opportunities to ICT professionals by offering internships and participating in the national Cybersecurity Associates and Technologists Programme.

EPAM, having been awarded the Great Place to Work® in 2021, has a deep-seated culture of workplace learning. Personalised learning can take place anytime and anywhere through its digital platforms, one-on-one mentoring or peer-to-peer learning, and various training courses. New IT professionals can also participate in graduate programmes, such as Emerging Engineers Academies and Emerging Designers Academy, to upskill in the latest technology or tech-lite user experience/user interface competencies. Currently, EPAM is collaborating with Infocomm Media Development Authority to train graduates who have relevant majors and experience.

M Hotel proactively reskills its employees. It rolled out job redesign initiatives to reskill them for expanded job roles during COVID-19. To improve productivity, employees from Food and Beverage (F&B) Services were cross-trained in Housekeeping, and Engineering and Administrative staff were cross-trained in F&B Services, Security and Front Office roles. M Hotel also embarked on the Career Conversion Programmes to expand its employees’ skillsets. In addition, it works closely with the Institute of Technical Education and polytechnics to develop trainees’ skills, under the SkillsFuture Work-Study Programme.

Motor Edgevantage adopts a skill-based approach to career progression and hiring, having implemented structured human capital development to ensure that employee skills development remains a priority. It taps on the SkillsFuture Enterprise Credit to upskill employees in emerging skills through various programmes, including technical courses at the Institute of Technical Education, lean skills development and even overseas specialised skills training. Motor Edgevantage has embarked on automation to improve productivity and has redesigned work scope to continue leveraging the experience and expertise of its older workers.

Starbucks calls its employees “partners”, and for a good reason. Partners are at the heart of the Starbucks experience, and Starbucks spares no effort in growing their skillsets. Comprehensive training is provided, including e-learning courses through Starbucks Global Academy, in-house learning management platform, structured on-the-job training and WSQ courses. All these support partners in building relevant functional, technical and digital literacy skills to be successful in their roles. Starbucks also promotes learning and job opportunities for Singaporeans interested in a career in the food and beverage sector.

Yeap Transport not only trains and upskills its own employees via its training arm, it also extends its training programmes to its subcontractors. It connects with Approved Training Organisations to make various courses readily available to its employees and subcontractors, such as the SkillsFuture for Digital Workplace, Demonstrate Service Vision and Engage Service Excellence. It has also developed the Yeap Transport Management System, which consists of various apps for its stakeholders, including its employees who are trained to use the system to enhance their work productivity.