A Collaboration to Transform the CET Sector

1. A Collaboration to Transform the CET Sector Dr Gog Soon Joo Institute for Adult Learning (IAL)

2. Work and Professional Development Opportunities Ahead A more complex world needs multi-disciplinary professionals to build a future proof CET sector The development of TAEPCM is only a starting point. A Collaboration to Transform the CET sector

3. Imminent Changes are Taking Place Political Forces Economic Forces Social Forces Technological Forces A Collaboration to Transform the CET sector

4. Political Forces: Singapore at her Turning Point “Re-balancing the social impact and roles to be played by the individuals, the community and the Government” CET now needs to play a bigger role in supporting the strategic thrusts Do more to give every citizen a fair share in nation’s success - Raise incomes and wealth of the low-income Singaporean Do more to keep paths upwards open to all- To keep our society MOBILE Increase social safety nets A Collaboration to Transform the CET sector

5. Political Forces: A More Inclusive Society with Pursuit of Excellence Demand for Quality Job & Social Mobility • Continue to have a strong emphasis in work and rewarding individuals who work • Jobs and more specifically GOOD JOBS will be important to support the strategic thrusts and to meeting the needs of Singaporeans where multiple pathways for career and training progress are created A Collaboration to Transform the CET sector

6. Political Forces: A More Inclusive Society with Pursuit of Excellence Demand for Quality Job & Social Mobility • Meritocracy will gain importance and cultivated. People who succeed under the system, must feel the duty to contribute to the society Demand for Compassionate Meritocracy Demand for Productivity Drive • Singaporean will remain as core even with increase in population growth. The need to restructure our economy to reduce reliance on labour and enhancing productivity A Collaboration to Transform the CET sector

7. Political Forces: A More Inclusive Society with Pursuit of Excellence Demand for Quality Job & Social Mobility • Education and training as merit good which provide positive externalities and social benefits will likely to continue Demand for Compassionate Meritocracy • Increasing need to provide individual-based funding to support special attention segments of workforce Demand for Productivity Drive Demand for Individual Funding To enhance individuals’ employability by supporting Lifelong Learning A Collaboration to Transform the CET sector

8. Political Forces: A More Inclusive Society with Pursuit of Excellence Demand for Quality Job & Social Mobility Demand for Compassionate Meritocracy • Tripartism is our competitive advantage and will remain as key cornerstone to manage industrial relations Demand for Productivity Drive Demand for Individual Funding Tripartism remains as cornerstone to manage industrial relationship A Collaboration to Transform the CET sector

9. Economic Forces: Demand for Complex Skills and Short Lead Time to Build Competitive Advantage Rapidly Knowledge economy – demand for creation of innovative goods and services Demand production of high value goods and services Demand for complex skills Market becomes volatile and shortening of business cycles Demand higher level of business sophistication in all sectors Demand more rapid pace of adjustments to respond A Collaboration to Transform the CET sector

10. Economic Forces: Demand for Complex Skills and Short Lead Time to Build Competitive Advantage Rapidly Skills strategies become critical part of business strategies Increasing demand for inclusive value chain for lead-firms to bring up the productivity & innovation of SMEs in the value chain • The need for more firms • to enter global market Products & Services Innovation is key A Collaboration to Transform the CET sector

11. Social Forces: Effects of Globalisation are Increasing Prominent in Driving the Social Changes in Singapore Average Monthly Household Income from Work Per Household Member (including CPF) Income Disparity ! Gini coefficient increased from 43.4 in 2000 to 45.2 in 2011 Pursuit to be “global city” and to keep cost affordable – the need for flexible labour market (develop local core while continue to attract foreign talent) Challenging for good governance to develop and implement coherence policies for all workforce segments A Collaboration to Transform the CET sector

12. Social Forces: Effects of Globalisation are Increasing Prominent in Driving the Social Changes in Singapore Aging Population & Low Fertility Rate Individuals will stay in the workforce longer with multiple careers, include non-wage career • Building a culture of lifelong learning becomes essential to improve employability and help Singaporeans secure better jobs Aged 65 population will increase from the current 9.3% to 19% by 2030. 65 yrs • Organisations have to create more diversity and flexibility in their provision of career paths and to take advantage of the wealth of experience that an aging workforce can offer Aged 50 workforce increased increase from the 20% in 2002 to 31% in 2012. Source: MTI, “The Elderly in Singapore, 2011” A Collaboration to Transform the CET sector

13. Social Forces: Effects of Globalisation are Increasing Prominent in Driving the Social Changes in Singapore Amplification of Freelancers In Singapore 9.5% on contract basis 10% on part-time basis Adecco predicts that rate of growth in contingent work will be 2 to 4 times the growth rate of traditional workforce and will eventually make up of 25% of the global workforce Changing nature of work – new skills set for the contingent workforce to mitigate employment & income risk • Sources: • The rise of the New Contract Worker, Harvard Business Review, 7 September 2012 • The Singapore Workforce, 2012, Ministry of Manpower A Collaboration to Transform the CET sector

14. Social Forces: Effects of Globalisation are Increasing Prominent in Driving the Social Changes in Singapore Sustainable Job Growth for More Educated Workforce? Graduates us facing joblessness or the prospect of having to take on low-skilled jobs Degree holders forming residing labour force increased from 19% in 2002 to 29% in 2012 Hollowing out of middle-skilled jobs Change in Employment Share in Singapore (1999 - 2009) Source: MTI, 2011 A Collaboration to Transform the CET sector

15. Technological Forces: New Challenges & Opportunities • Emergence of Cloud Computing • Rise of smart machines • Prevalence of New Media Computing power to computing infrastructure, applications and collaborative services can be delivered to end users whenever and wherever one needs it Work are more sophisticated and may require multi-disciplinary skills to add-value Lines between work, private lives and learning are getting blurred Re-define workplace and learning Mitigation of physical space shortages, promote higher flexibility in work arrangement and bring talents together by transcending geographical constraints Need to build specialisation to differentiate from others (to achieve mastery) to stay employable More technology savvy generations A Collaboration to Transform the CET sector

16. What Does It Mean? These forces do converge, reinforce and interact with one another What Does It Mean? A Collaboration to Transform the CET sector

17. What Does it Mean to Workforce Development Professional? • To promote essential skills including new media skills to enhance their employability and mobility • To examine the eco-system by identifying the levers of change to transform the low skills equilibrium sectors • To promote “e”/ mobile/ blended learning & workplace learning • More efficient use of funds at specific workforce segments need to be studied more carefully • WFD personnel to be equipped with knowledge and skills in labour relations , labour economics, outcome evaluation, human resource principles, procedures & etc to design sound policy initiatives • Strengthen career guidance and consulting framework • Strengthen the support of in-house training to protect proprietary expertise • Review and explore how best to promote, recognise and validate non- formal workplace learning for skills acquisitions • To review the current TAE ecosystem to better support both TAE professionals and their employers A Collaboration to Transform the CET sector

18. What Does It Mean to Workforce Development Professional? Speedis essence in picking up new complex skills to meet fast changing skills demand.Our policy and mechanism must be able to: • Allow more flexible programme design and qualifications packaging to meet interdisciplinary skills requirements of future work • Support and expedite the roll out of programmes, balancingthe need to safeguard quality to keep pace with the change • Further enhance the WSQ developmental and review approach and process to be more responsive A Collaboration to Transform the CET sector

19. What Does It Mean to Training Management Professional? • To have capability to provide relevant programmes to equip the local workforce to have the capacity to compete at the international levels • TM needs to re-strategise on their business development approach to better outreach to new potential direct individual buyers Ability to develop new business modelfor “e”, “mobile”, “blended” and alternative learning • Able to develop and expand capability in one-stop consultation services • Able to tap on existing new media and cloud infrastructure/ resources: • Learning Management System • Learning Analytics A Collaboration to Transform the CET sector

20. What Does It Mean to HRD Professional? Able to re-look into the design and cultivation of workplace culture, set-up and environment to facilitate and support workplace collaboration and learning and to complement classroom training • They should also be able to lead or contribute quickly to the: • process re-engineering and job-redesign activities as the organisations respond to economic forces and to support business performance and productivity • Skills utilisation at workplace • Longer term manpower/skills planning • Total business-learning solution A Collaboration to Transform the CET sector

21. What Does It Mean to Adult Educator? Master new media skills to build own personal branding and find collaborators in projects, participate in professional bodies and networks • Be a true expert in his / her fields and be able to offer more than what the new media could offer • Possess pedagogical approaches/ skills • to customise courses according to learning needs of different workforce segments • Develop “e”, “mobile” and “blended learning” A Collaboration to Transform the CET sector

22. What Does It Mean to Adult Educator? Should help build their own professional bodies or internal networks, transforming them to be a place where true expertise could be horned and shared, and aiding one another in their professional development (compassionate meritocracy) Singapore Association of Pharmaceutical Industries Domain expertise will become crucial and likely more subject matter experts (SME) will play the role of AE. It is important for them to be effective AE and to assist them better in their transition to take on the new or additional role. A Collaboration to Transform the CET sector

23. What’s Next? A 5-Year Collaboration Plan in the Making A Collaboration to Transform the CET sector

24. TAE Skills Strategies [TAES2] Monitor and Measure the Planned Impact Outcomes Phase 2: Validation & Establish Agreements Desktop Research Between middle of 2014 to 2018, a series of “Demonstration Projects” under the “Learning and Performance Transformation” (LPT) umbrella will take place   Validation of the findings from phase one via skills survey, leading to agreed priorities to be addressed, and concrete intervention strategies to be developed Systematic investigations of the sector with a core focus on the skills management in TAE community, with linkages to other factors within CET sector Phase 1: Strategic Intelligence Part one report will be released in Nov 2013 by TAE MSTC Phase 3: Execute Demonstration Projects A Collaboration to Transform the CET sector

25. Achieving Outcomes at Three Levels • Right skills to respond to the needs of the labour market • Stimulate the growth of high-skilled and high value-added jobs Government Level • Ensure full utilisation of existing skills • Future proofing firm’s performance Firm Level Skill-build towards the future to improve the employability of the CET professionals Individual Level A Collaboration to Transform the CET sector