DPH ensures that training and research remain integral to providing effective palliative care. It builds the capabilities of its employees through continuous learning and supporting research in its capacity as a research institute. In 2017, DPH partnered National Healthcare Group and Lee Kong Chian School of Medicine, forming the Palliative Care Centre for Excellence in Research and Education to advance and promote palliative care research and effective practice in Singapore.

Enlighted believes that skilled employees is key to staying ahead of competition. It works closely with ITE to train local talent by developing new courses, which include a module under SkillsFuture Series, providing internships and sponsoring a lab in ITE. An ITE certified On-the- Job Training Centre, Enlighted closely monitors emerging trends and regularly sends employees for training in such areas to help them remain updated.

Ichi Seiki commits resources to cultivate a pervasive learning environment. The training frameworks for its employees are certified by International Organization for Standardization (ISO), and comprise local and overseas training. A Training Needs Analysis, supplemented by a Competency Matrix, further guides employee development. The company also trains the local workforce for the Precision Engineering sector by collaborating with ITE, through organising seminars and sponsoring equipment.

KH Roberts encourages its employees to challenge themselves and learn new skills. It trained its workers, including mature workers, to operate the sophisticated automated system at the new production facility. To build its talent pipeline, it taps on the Career Support Programme, and SkillsFuture Earn and Learn. It is also using the Skills Frameworks for Food Manufacturing, and Energy and Chemicals, to further enhance its talent management practices.

Metropolis advocates continuous learning at work. It leverages the Skills Framework for Security to identify skills and competencies required for its employees, and the relevant training. Besides training, Metropolis has embarked on job redesigning to map out career pathways that allow for employee progression within the organisation. It is also in the midst of streamlining job roles through automation to help employees increase productivity.

Netpoleon trains its employees in both transferable and emerging skills to meet the changing market demands. It focuses on building a work environment that inspires learning. Fresh graduates and mid-career individuals with no prior experience are prepared for their roles through comprehensive training. Existing employees attend regular training, and leaders participate in the Accelerated Technical Leadership Programme. Netpoleon also establishes a clear career progression framework to guide employee development.

Hotels leverages the Skills Framework for Hotel and Accommodation Services for its multi-skilling training programme that helps its participants achieve positive career progression — 53% vertically and 47% laterally to other functions. It recruits talent through work-learn programmes — SkillsFuture Earn and Learn, ITE Work-Learn Technical Diploma and Work-Study Degree Programme. Due to its strong employee development efforts, Hotels achieved a high staff retention rate, above the industry norm.

Sarada Kindergarten strives to develop caring and competent teachers and uses the Skills Framework for Early Childhood Care and Education, which it helped validate, to implement a skills based career progression pathway for its teachers. The teachers are also encouraged to participate in various training, speak at industry conferences and mentor interns from Institutes of Higher Learning. Sarada Kindergarten’s progressive efforts have improved its loyalty and retention rates.

Shalom inculcates a strong learning culture at work to support its transformation. An ITE Certified On-the-Job Training Centre, it implements schemes to encourage training and celebrate employees’ skills achievements. It also supports SkillsFuture through the SkillsFuture Earn and Learn, and SkillsFuture for Digital Workplace. Shalom is the only local Small-Medium Enterprise to attain the Great Place to Work® and the Great Place to LearnTM in 2018.

Soup Restaurant aims to build an inclusive workplace. It uses the Skills Framework for Food Services to guide its Human Resource practices for employee hiring and development. An in-house WSQ Approved Training Organisation (ATO), it participates in various initiatives, such as SkillsFuture Earn and Learn, Professional Conversion Programme and ITE Traineeship programme, to groom industry talent. Soup Restaurant also recruits Persons with Disabilities and exconvicts as part of its commitment towards inclusivity