The Ascott Limited is recognised for its use of technology and innovative strategies to enhance service excellence and operations. The learning ecosystem is anchored by the Ascott Centre for Excellence, which offers Workforce Skills Qualifications training and structured learning roadmaps for employees. To support career progression and diverse skills-building, employees are encouraged to engage in job redesign and cross-functional training, and obtain industry-recognised certifications. Through partnerships with industry stakeholders and educational institutions, Ascott drives workforce transformation and supports inclusive hiring. The commitment towards innovation and continuous upskilling has earned Ascott the Workforce Transformation Award 2024 (Hospitality).

Recognised as a Great Place to Work® from 2023 to 2025, C&W Services stands out as an employer of choice with its holistic skills development approach. Its learning framework, aligned with the Skills Framework for the Built Environment, includes partnerships with educational institutions to deliver programmes such as the Certificate in Facilities Management. C&W Services promotes digital upskilling, leveraging SkillsFuture for Digital Workplace 2.0 and developing in-house digital champions in data analytics, digital tools, and project management. C&W Services' inclusive hiring practices create career pathways for mature workers and Persons with Disabilities. Its leadership drives innovation and best practices through active industry engagement.

ENGIE Services Singapore (ENGIE) places workforce development at the core of its transformation. Employees are empowered to grow professionally through mentorship and 'Lunch and Learn' sessions, as well as upskill in emerging areas in the Digital and Green Economies. Managers and frontline employees receive training in artificial intelligence and data analytics to stay ahead in a digital-driven environment. To support seamless learning and skills tracking, ENGIE has implemented a mobile-friendly learning management system to help employees assess skills gaps. ENGIE adopts skills-based hiring, offers structured career pathways to promote talent mobility, and supports youth career development through the SkillsFuture Work-Study Diploma.

Gammon places people at the heart of its business strategy, investing in future-ready capabilities through its Gammon Academy. The Academy offers over 100 specialised programmes in digital construction, lean methodologies, and sustainability, aligned with the Skills Framework for the Built Environment. Structured career pathways and succession planning are supported by a robust digital Human Resource system, enabling competency tracking and data-driven learning interventions. Collaboration with industry partners and academic institutions provides employees with access to accredited, relevant training in emerging technologies. This holistic approach enhances engagement, retention, and leadership readiness, enabling a skilled, agile workforce to meet evolving business and industry demands.

HOYA Electronics Singapore (HOES) fosters a culture of continuous learning, anchored in its ethos: 'Be Empowered to Innovate and Develop for a Better Tomorrow with Us'. Employees benefit from a wide range of development opportunities, including access to LinkedIn Learning, an annual Learning Week, job redesign initiatives, and structured development plans. To stay ahead in the fast-evolving semiconductor industry, training is focused on emerging areas such as artificial intelligence, cybersecurity, Industry 4.0 and prompt engineering. Leaders champion growth through career coaching, helping employees chart development paths. HOES also adopts a robust career framework that links skills directly to progression and organisational growth.

IBM Manufacturing Solutions (IMS) places skills mastery and lifelong learning at the core of employee development. Their Think40 initiative fosters a culture of innovation and curiosity, providing employees with resources to take charge of their learning. Through IMS' upskilling programmes, on-the-job learning and peer-led knowledge sharing, employees curate training topics that support their aspirations and has produced Master Inventors and Patent holders. Additionally, programmes such as Shadow Apprentice Protégé and Leaders Advocate aim to groom future leaders. IMS' skills badging programme promotes skills attainment, and recognition allows employees to celebrate their achievements online. IMS also gives back through mentoring students and internships.

Kimly Construction (Kimly) champions lifelong learning through a structured, multi-faceted approach anchored by Kimly Academy, which offers training, mentorship, and upskilling to keep employees future-ready in the evolving built environment sector. Kimly's strong learning culture is reinforced through workshops, seminars, and knowledge-sharing sessions, complemented by curated resources, on-the-job training and cross-functional sharing. To drive sustainability and innovation, employees are trained in carbon footprint assessment, building information modelling, and drone and laser scan technologies. A Competency-Based Framework and regular training needs analyses bridge skills gaps, while fair, merit-based hiring practices ensure recruitment is grounded on skills, competencies and experience.

On Cheong Jewellery (On Cheong) strongly advocates skills development of its workforce. With structured training, certified trainers and a comprehensive learning calendar, On Cheong ensures training is integrated with business transformation and industry demands. Employees engaged in digital upskilling through SkillsFuture for Digital Workplace, and training in emerging skills such as digital marketing and process automation. Each employee is allocated at least 60 training hours annually, covering internal and external programmes that support their professional and personal learning. On Cheong also conducts career conversion and reskilling programmes, where employees take on redesigned roles and cross-functional tasks to retain skills mobility.

PacificLight Power (PacificLight) follows a balanced approach of 60 per cent hands-on experience, 30 per cent feedback and 10 per cent formal training. PacificLight has implemented a learning management system that helps employees develop skills in leadership, digitalisation, automation, and artificial intelligence for their career growth. As a certified On-the-Job Training Centre, PacificLight has enhanced internal training capabilities through a Train-the-Trainer programme. A firm believer in further education and professional upgrading, PacificLight's commitment towards employee development has led to over 3,000 training hours completed by its workforce. PacificLight also supported students through scholarships, internships and job opportunities, and participated in the SkillsFuture Advice workshops.

Pan Pacific Retail Management (PPRM, aka DON DON DONKI) believes that nurturing a skilled workforce is key to raising standards in customer experience, store operations, and retail leadership across the sector. PPRM's capability development is guided by the Skills Framework and Training Needs Analysis, ensuring employees are equipped with the right skills and values. Employees' growth is supported through initiatives such as Structured Career Planning and the Train-the-Trainer programme, where managers design on-the-job training plans and conduct learning needs analyses. Aligned with national manpower objectives, PPRM actively supports government upskilling efforts, including the Progressive Wage Model, to provide inclusive and fair career opportunities.

Re Sustainability Cleantech takes a structured approach to lifelong learning, supported by a dedicated learning and development team, and clear training targets. As an accredited training provider and certified On-the-Job Training Centre, Re Sustainability Cleantech delivers industry-relevant training in technical skills, safety, and evolving technologies. Re Sustainability Cleantech has invested in a digital learning system to streamline training and track employees' progress. A skills-based career framework supports progression through cross-functional training, job rotations, and promotions, while the REconnects Newsletter promotes knowledge-sharing by showcasing best practices and innovative solutions. Re Sustainability Cleantech aims to build a skilled, adaptable, and inclusive workforce.

Roche Singapore Technical Operations (RSTO) has built a comprehensive learning ecosystem to support continuous upskilling. Employees benefit from clear career pathways, skills-based performance management, and career conversion programmes. RSTO's Academy X initiative empowers employees to enhance their operational and strategic digital skills. This structured framework, supported by certified specialists and diverse digital platforms, is further enriched by experiential learning and on-the-job coaching, ensuring alignment of skills with job requirements, thereby supporting growth. RSTO is focused on building future-ready capabilities and skills-based hiring. This strong commitment to workforce development has earned RSTO recognition as one of Singapore's Best Employers.

Schindler Lifts adopts an integrated approach to workforce development, blending hands-on experience, mentorship and formal training. Employees benefit from personalised development plans, training needs analyses and digital learning platforms. Training covers emerging technologies such as data analytics and digital tools applications in lift management, and employees often participate in peer-learning, knowledge-sharing initiatives, as well as the Trainer Academy programme. Schindler Lifts supports career progression through competency frameworks, performance reviews, Buddy Programme initiative, and recognises technical expertise through a 'Wall of Fame'. In addition to practising skills-based and inclusive hiring, Schindler Lifts supports the development of youth talent through SkillsFuture Work-Study programmes.

Standard Chartered embraces the L.E.A.D framework focusing on Leadership readiness, Emerging skills, Accelerating talent, and Democratising learning. Since 2016, Standard Chartered has invested significantly in upskilling employees in areas of sustainability, digitalisation and leadership. Standard Chartered's award-winning in-house Learning Studio develops e-learning content and skill-building games, while platforms such as the Careers Hub and an AI-enabled Talent Marketplace connect over 9,000 employees to learning resources and cross-functional opportunities. Standard Chartered offers accredited sustainable finance programmes and has reskilled employees through career conversion programmes. These efforts enhance internal mobility, skills adaptability, and prepare employees for evolving business needs through strategic workforce planning.

At Websparks, training and development form the core of its transformation strategy. Employees are equipped with industry-recognised certifications, and they upskill through specialised workshops, external programmes, and on-the-job training to stay ahead of emerging technologies market trends and client demands. Its Learning Grant Policy further supports self-initiated upskilling. Websparks also fosters a collaborative learning culture through brown bag sessions, mentorship, cross-functional projects, and rotational assignments to broaden skills and career pathways. Beyond its workforce, Websparks partners stakeholders such as SGTech and government agencies to strengthen sector-wide digital capabilities, while also facilitating mid-career professionals transitioning into technology roles.