AETOS champions lifelong learning with a structured training ecosystem aligned with the Security Industry Transformation Map and Skills Framework. Its training programmes are tailored for diverse skill profiles and training needs, bridging skills gaps across security, safety, service and leadership domains. As the SkillsFuture Queen Bee for the security sector, AETOS is dedicated to leading industry transformation by empowering businesses through workforce upskilling and digital innovation efforts. Committed to inclusive and fair hiring practices, AETOS has raised the retirement and re-employment age, and supports industry initiatives including the SkillsFuture Work-Study Programme.

Alliance 21 focuses on equipping employees with essential skills through various programmes, including Workforce Skills Qualifications, industry-accredited certificates, and customised training. It has developed a comprehensive in-house Competency Framework and Career Progression Pathway aligned with the Skills Framework for Logistics, used for performance management and career development. An in-house coach, trained in these frameworks, develops training resources and on-the-job training blueprints, and supports skills gap analysis and training. Alliance 21 is committed to building a strong Singaporean Core by prioritising local hires and adhering to fair and progressive recruitment practices, ensuring a merit-based and inclusive hiring process.

As one of Singapore’s largest social service agencies, AWWA seeks to build an agile and engaged workforce in its pursuit of service excellence. AWWA facilitates cross-sharing and interdepartmental learning across 27 services with curated Knowledge and Practice Circles, and weekly internal broadcast sessions which cover topics such as health social integration, disability, care in the community, and self-management strategies. AWWA utilises a combination of specially created in-house e-modules, on-the-job coaching sessions and training on Lean principles to augment learning and foster a love for innovation. Committed to inclusive hiring, AWWA recruits through the Career Conversion Programme and SkillsFuture Work-Study Programme.

Changi Airport Group (CAG) emphasises continuous development and innovative excellence. Through a blended Learning & Development strategy, CAG delivers timely learning content to staff and has developed five data and digital e-learning pathways with curated courses to equip employees. Monthly workshops enhance employees’ digital literacy and citizen development capabilities, while the CAG Accelerator programme and Power Platform Centre of Excellence empower staff to innovate and optimise operations. CAG has contributed to the air transport sector by providing inputs to the Skills Framework and recently signed an MOU alongside other industry partners to collaborate on the International Aviation Lab.

DLE M&E fosters professional growth and skill development through annual leadership and role-specific training, including proactive Building Information Modelling training. Recognising the importance of sustainability, DLE M&E taps on the Career Conversion Programme for Sustainability Professionals grant to enhance staff skills. The company employs competency-based hiring practices to evaluate candidates’ skills and abilities, and its performance management system supports employees’ career growth with targeted training recommendations. By adopting the Tripartite Guidelines on Fair and Progressive Employment Practices, DLE M&E ensures its employee development aligns with national initiatives.

Grab launched GrabAcademy in 2020 to champion training and upskilling for its driver-, delivery- and merchant-partners through a broad range of courses, customised training recommendations and career transformation services. To date, GrabAcademy’s online modules and upskilling programmes have been completed over 155,000 times across nearly 400 unique courses. As part of the tripartism, Grab works closely with government agencies, the labour movement, and Institutes of Higher Learning to ensure its training aligns with industry standards, addresses skill gaps and supports industry developments. As a SkillsFuture Queen Bee, Grab has supported over 150 SMEs in enhancing workforce capabilities and expanding businesses.

HP, a leader in technology, believes its employees are the cornerstone of its success. It has invested heavily in workforce development, implementing various initiatives to foster personal and professional growth for its employees. It recently launched the Career Navigator initiative which empowers employees to navigate their career paths and provides opportunities to advance and grow. Committed to inclusive hiring, HP has supported various recruitment initiatives, such as the Career Conversion Programme. It actively contributes to the industry through strategic partnerships and its role as a SkillsFuture Queen Bee to prepare the Singapore workforce for Industry 4.0 in Sustainable Manufacturing.

PSA is dedicated to advancing employee growth through innovative initiatives. The launch of ‘iTalent’, a cloud-based performance management tool, facilitates accessible and regular learning conversations, while ‘Hooked-On-Learning’ events support continuous personal and professional development. PSA emphasises the importance of future-ready skills by regularly reviewing capability needs through forums dedicated to future-oriented roles. These forums guide the development of quality careers and training programmes for future-ready skills. Leveraging technology for job redesign and skill enhancement, PSA collaborates with educational institutions to develop new programmes that build the talent pipeline, while supporting industry-wide upskilling efforts through PSA Institute, its external training arm.

At PwC Singapore, professional growth is a cornerstone of their people value proposition. The company promotes continuous learning and inclusive hiring to keep its workforce future-ready. PwC Singapore’s approach includes hands-on experiential learning, coaching, and structured trainings that are tailored to the different needs of its people. The company invests in emerging skills through its digital learning platform and ESG Essentials curriculum. Committed to fair employment practices, diversity, and inclusion, PwC Singapore’s talent development platforms feature work-study programmes, internships, and career conversion opportunities. Additionally, the company uplifts communities through skills-based volunteering and career guidance initiatives.

Singapore Telecommunications (Singtel) is committed to building a future-ready workforce through comprehensive learning and development initiatives. The annual Singtel Group Learning Fiesta features live sessions, masterclasses, and experiential learning to empower employees. Singtel’s #CURIOUS learning experience platform offers over 100,000 assets for personalised growth. Singtel launched Singtel 8George, an integrated academy combining workshops with digital modules, engaging over 18,000 employees since 2022. Singtel’s Professional Conversion Accelerator initiative has upskilled and reskilled over 2,500 employees in 5G technologies and technical competencies. Singtel also partners with government agencies to hire and train candidates, including those from non-traditional backgrounds, for tech roles.

ST Logistics advances workforce development through innovative learning initiatives. Its proprietary AI-powered Skills Management System allows staff to identify and bridge skill gaps through hands-on training. Anchored in the Skills Framework, it supports employees in career growth, job redesign and tech mastery. As a SkillsFuture Queen Bee, ST Logistics has supported over 70 SMEs in the supply chain sector on workforce development. It also nurtures local talent through partnerships with educational institutions and initiatives, such as the SkillsFuture Work-Study Programme. ST Logistics has been recognised by the National Centre of Excellence for Workplace Learning (NACE) for its progressive workplace learning culture.