HR Industry Transformation Advisory Panel (HRTAP)

Companies will receive more support for HR capability building.

Targeted support for companies embarking on business transformation

Sector-specific HR playbooks

The Institute for Human Resource Professionals (IHRP) and MOM are working with sector agencies to develop sector-specific HR playbooks. These HR playbooks will contain curated HR tools and solutions, and practical use cases that are relevant to the sector.

Sectoral HR solutions incorporated within enterprise grants

To achieve better transformation outcomes, HR capability building should be pursued together with business growth plans. MOM and IHRP have been working with sector agencies to develop HR capability building solutions that support and are integrated with sectoral transformation projects.

For example, the Human Capital Diagnostic Tool (HCDT) has been incorporated into Workforce Singapore’s (WSG) Industry 4.0 Human Capital Initiative (IHCI) to augment the implementation of i4.0 technologies in the manufacturing sector.

Under Enterprise Singapore (ESG)’s Scale-up SG programme, business leaders from high-growth local enterprises are guided to develop their business expansion and internationalisation plans, alongside workforce strategies to support these plans.

Mentors from IHRP-certified community

IHRP Master and Senior Professionals will mentor and support business leaders and Chief Human Resources Officers of businesses who have committed to major Government-supported business transformation projects on the implementation of HR solutions, such as the IHCI.

Broad-based support for all companies to self-help

Equip businesses with company-specific workforce or HR insights

MOM’s online employer data portal (under myMOM Portal) provides employers with company-specific workforce data, such as wage data, benchmarked against sector and national averages. The information allow employers to assess how they might improve their hiring and employment practices to better plan for and support manpower needs.

The HCDT allows companies to identify strengths and gaps in their HR processes and benchmark against industry. MOM will offer the HCDT free-of-charge to businesses that have committed to business and workforce and transformation projects.

Reducing cost and increasing accessibility of HR technology

HR technology will be made more accessible and affordable by tapping on essential service providers to include HR technology solutions in a suite of digital business solutions.

For example, Infocomm Media Development Authority (IMDA) / ESG’s Start Digital Pack taps on Smart Digital Partners, who are essential banking and telecommunications providers, to offer HR technology solutions as part of a bundle of foundational digital solutions for core business functions. SMEs can also tap on ESG’s Productivity Solutions Grant to subsidise HR technology adoption.

To support the learning needs of HR professionals over time, the necessary learning infrastructure have been put in place and key emerging skills identified.

IHRP’s development pathway and skills badges

To recognise the acquisition and mastery of emerging skills in areas such as people analytics and HR technology:

• New development pathway – IHRP introduced an alternative pathway for HR professionals to go through structured, applied courses
• More skills badges - IHRP will accord skills badges for skills mastery in emerging areas e.g. strategic workforce planning

IHRP’s Communities of Practice (CoPs)

IHRP has been curating a series of resources that provide the IHRP community with resources and hands-on learning experience in areas such as people analytics, HR technology and progressive and inclusive HR practices.

HR technology impact study and roadmap for how the HR profession should transform and stay relevant

IHRP commissioned a study on impact of technology on HR jobs and skills to analyse the technology trends that are impacting businesses and the HR function. This study provides a clear roadmap on how the HR profession should transform to stay relevant in the next 3-5 years. It will also guide the design of new initiatives to equip HR professionals for transformed jobs.