A Collaboration to Transform the CET Sector

Dr Gog Soon Joo

Institute for Adult Learning (IAL)

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

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

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 Increase social safety nets Do more to keep paths upwards open to all To keep our society MOBILE A Collaboration to Transform the CET sector

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

Political Forces: A More Inclusive Society with Pursuit of Excellence Demand for Quality Job & Social Mobility Demand for Compassionate Meritocracy Demand for Productivity Drive

 Meritocracy will gain importance and cultivated. People who succeed under the system, must feel the duty to contribute to the society  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

Political Forces: A More Inclusive Society with Pursuit of Excellence Demand for Quality Job & Social Mobility Demand for Compassionate Meritocracy Demand for Productivity Drive Demand for Individual Funding

 Education and training as merit good which provide positive externalities and social benefits will likely to continue  Increasing need to provide

individual-based funding

to support special attention segments of workforce To enhance individuals’ employability by supporting

Lifelong Learning A Collaboration to Transform the CET sector

Political Forces: A More Inclusive Society with Pursuit of Excellence Demand for Quality Job & Social Mobility Demand for Compassionate Meritocracy Demand for Productivity Drive

 Tripartism is our competitive advantage and will remain as key cornerstone to manage industrial relations

Demand for Individual Funding Tripartism remains as cornerstone to manage industrial relationship A Collaboration to Transform the CET sector

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 Market becomes volatile and shortening of business cycles Demand production of high value goods and services Demand higher level of business sophistication in all sectors

Demand for complex skills Demand more rapid pace of adjustments to respond A Collaboration to Transform the CET sector

Economic Forces: Demand for Complex Skills and Short Lead Time to Build Competitive Advantage Rapidly

The need for more firms

to enter global market

Products & Services

Innovation is key

Increasing demand for inclusive value chain for

lead-firms to bring up the productivity & innovation of SMEs in the value chain

Skills strategies become critical part of business strategies

A Collaboration to Transform the CET sector

Social Forces: Effects of Globalisation are Increasing Prominent in Driving the Social Changes in Singapore

Income Disparity !

Gini coefficient increased

from 43.4 in 2000 to 45.2 in 2011 Average Monthly Household Income from Work Per Household Member (including CPF)

Year

Lowest 10% Highest 10% Ratio of Top 10% over Lowest 10%

2000

$315 $5,801 18.4

2005

$297 $7,004 23.6

2011

$422 $10,543 25.0

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

Social Forces: Effects of Globalisation are Increasing Prominent in Driving the Social Changes in Singapore

Aging Population

& Low Fertility Rate Aged

65

population will increase from the current 9.3% to 19% by 2030. Aged

50 workforce

increased increase from the 20% in 2002 to 31% in 2012.

65 yrs

Source: MTI, “The Elderly in Singapore, 2011”  

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 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

A Collaboration to Transform the CET sector

Social Forces: Effects of Globalisation are Increasing Prominent in Driving the Social Changes in Singapore

Amplification of Freelancers

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 Sources:  The rise of the New Contract Worker, Harvard Business Review, 7 September 2012  The Singapore Workforce, 2012, Ministry of Manpower In Singapore

9.5%

on contract basis

10%

on part-time basis

Changing nature of work – new skills set for the contingent workforce to mitigate employment & income risk A Collaboration to Transform the CET sector

Social Forces: Effects of Globalisation are Increasing Prominent in Driving the Social Changes in Singapore Sustainable Job Growth for More Educated Workforce?

Degree holders forming residing labour force increased from 19% in 2002 to 29% in 2012 Hollowing out of middle-skilled jobs

Graduates us facing joblessness or the prospect of having to take on low skilled jobs

60% Change in Employment Share in Singapore (1999 2009) 50% 40% 30% 20% 10% 0% -10% Low-skilled High-skilled Middle-skilled Source: MTI, 2011

A Collaboration to Transform the CET sector

Technological Forces: New Challenges & Opportunities Rise of smart machines Prevalence of New Media Emergence of Cloud Computing

Work are more sophisticated and may require multi disciplinary skills to add-value Lines between work, private lives and learning are getting blurred Computing power to computing infrastructure, applications and collaborative services can be delivered to end users whenever and wherever one needs it Need to build specialisation to differentiate from others (to achieve mastery) to stay employable Re-define workplace and learning More technology savvy generations Mitigation of physical space shortages, promote higher flexibility in work arrangement and bring talents together by transcending geographical constraints

A Collaboration to Transform the CET sector

What Does It Mean?

What Does It Mean?

These forces do converge, reinforce and interact with one another

A Collaboration to Transform the CET sector

What Does it Mean to Workforce Development Professional?

To promote essential skills including new media skills to enhance their employability and mobility Strengthen career guidance and consulting framework To promote “e”/ mobile/ blended learning & workplace learning To examine the eco-system by identifying the levers of change to transform the low skills equilibrium sectors

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

More efficient use of funds at specific workforce segments need to be studied more carefully 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 Strengthen the support of in-house training to protect proprietary expertise

A Collaboration to Transform the CET sector

What Does It Mean to Workforce Development Professional?

Speed

is essence in picking up new complex skills to meet fast changing skills demand. Our policy and mechanism must be able to: Support and expedite the roll out of programmes,

balancing

the need to safeguard quality to keep pace with the change Further enhance the WSQ developmental and review approach and process to be

more responsive

Allow more flexible

programme design and qualifications packaging

to meet interdisciplinary skills requirements of future work

A Collaboration to Transform the CET sector

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 Able to develop and expand capability in one-

stop consultation services

TM needs to re-strategise on their business development approach to better outreach to new potential direct individual buyers Ability to develop

new business model

for “e”, “mobile”, “blended” and alternative learning Able to tap on existing new media and cloud infrastructure/ resources:  Learning Management System  Learning Analytics

A Collaboration to Transform the CET sector

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

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

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

What’s Next?

A 5-Year Collaboration Plan in the Making

A Collaboration to Transform the CET sector

TAE Skills Strategies [TAES 2 ]

Phase 3: Execute Demonstration Projects Phase 2: Validation & Establish Agreements Phase 1: Strategic Intelligence

Desktop Research Systematic investigations of the sector with a core focus on the skills management in TAE community, with linkages to other factors within CET sector

Part one report will be released in Nov 2013 by TAE MSTC

Validation of the findings from phase one via skills survey, leading to agreed priorities to be addressed, and concrete intervention strategies to be developed Between middle of 2014 to 2018, a series of “Demonstration Projects” under the “Learning and Performance Transformation” (LPT) umbrella will take place

Monitor and Measure the Planned Impact Outcomes A Collaboration to Transform the CET sector

Achieving Outcomes at Three Levels Government Level Firm Level

  Right skills to respond to the needs of the labour market Stimulate the growth of high skilled and high value-added jobs   Ensure full utilisation of existing skills Future proofing firm’s performance

Individual Level

Skill-build towards the future to improve the employability of the CET professionals

A Collaboration to Transform the CET sector