Jobs Situation Report 26th Edition

The 26th Jobs Situation Report highlights how Human Resources (HR) transformation supports businesses to manage the impact of COVID-19 and drive workforce transformation for business recovery and growth.

Equipping the HR community to lead workforce and workplace transformation

2        The HR community has played a central role in helping businesses navigate the challenges of COVID-19, from managing manpower disruptions and the changing nature of workplaces, to engaging employees and safeguarding their mental well-being. They have also implemented fair and responsible cost-saving measures to save jobs. As many businesses accelerated their pace of digitalisation and transformation amidst the pandemic, HR’s ability to drive strategic workforce planning, redesign jobs and develop talent will be pivotal in helping businesses and their workers to succeed.

3        Comprising tripartite representatives, HR and business leaders, the HR Transformation Advisory Panel (HRTAP) recommended in 2020 two key thrusts for the transformation of the HR sector: first, for businesses to build HR capabilities that support sector and enterprise transformation; and second, for HR professionals to be equipped with relevant skills and experience. The Institute for HR Professionals (IHRP) has been leading efforts on this front. Since 2017, IHRP has been helping to uplift HR standards and proliferate best practices. MOM encourages businesses and HR professionals to tap on IHRP resources and programmes to strengthen their HR capabilities.

4        HR professionals can take up IHRP’s certification, which is a national HR certification framework recognising the experience, skills and competencies of HR professionals in Singapore. Today, over 4,500 aspiring and existing HR professionals are IHRP-certified. For HR best practices and solutions, HR professionals can join IHRP’s Communities of Practices (e.g. IHRP COVID-19 Taskforce) or refer to IHRP’s HR playbooks that addresses specific HR challenges. For example, the Food Services Playbook, launched in September 2021, highlights key human capital strategies and solutions adopted by F&B businesses. New sector-specific and thematic playbooks will be launched in the future.

5        IHRP also offers resources for businesses to strengthen their human capital practices and support business transformation. This includes the Human Capital Diagnostic Tool (HCDT), which diagnoses businesses’ strengths and gaps within their human capital processes and identify appropriate solutions. The HCDT Navigator, officially launched in September 2021, is a free-to-use self-help version that can be completed within 30 minutes. Initiatives such as Workforce Singapore (WSG)’s Industry 4.0 Human Capital Initiative (IHCI) Enabler Programme use the HCDT assessment to guide businesses through the job redesign and workforce transformation process. Lastly, businesses can join the Corporate Partners Programme, which provides networking opportunities and sharing of best HR practices amongst a growing and vibrant community.

Jobs Transformation Map to guide HR transformation

6        The Human Resource Jobs Transformation Map (HR JTM), launched in December 2020, identifies key technology drivers and analyses technology’s impact on HR jobs over the next five years. New technologies such as artificial intelligence, robotics and the Internet of Things will redefine business models and jobs.

7        For the HR sector, new and emerging roles such as “People Strategist” and “Head of Talent Enablement” will be created to better design and deliver transformative and holistic talent solutions. On the other hand, some existing jobs will need to evolve and expand to drive higher value. For instance, an HR payroll administrator would need to manage automated HR processes and perform payroll analysis. A traditional HR business partner would need to drive strategic and long-term workforce planning and use data-driven insights to customise talent management solutions.

8        The HR JTM allows every HR professional to understand how their jobs could change, and the pathways for them to pivot to new or transformed HR roles. HR professionals can become future-ready by equipping themselves with new core skills and using technology as an enabler. To support the HR transformation journey, the following programmes for employers and HR professionals are available:

1. New skills badges and Communities of Practices by IHRP allow HR professionals to acquire emerging skills through curated courses in areas such as people analytics and HR technology, and adopt best HR practices through learning journeys and sharing by subject matter experts.
   
   
2. Grant support under Productivity Solutions Grant (PSG) and the SME Start Digital Programme to encourage businesses to adopt HR technologies.
   
   

Recognising exemplary employers through Human Capital Partnership Programme

9        Exemplary employers who implement progressive workplace practices and invest in human capital are recognised by the Tripartite Partners (MOM, SNEF, NTUC) through the Human Capital Partnership (HCP) Programme.

10       One example is the Lo & Behold Group, a Human Capital Partner (HCPartner) and an IHRP Corporate Partner, who has adopted technology to remain future-ready and be well-positioned to navigate future disruptions. For instance, they built an integrated HR platform to automate tasks such as employee time-off management, perform analytics, and enhance its employee experience for HR services. By digitalising, the HR team reduced time spent on administrative tasks by 40% and saved 30 man-hours per HR staff each month. They can now focus on higher value-add work such as strategic workforce planning and talent management.

11       The HR team has been very busy throughout the pandemic. Lo & Behold has been engaging their employees regularly through various internal communication platforms to understand their concerns, and upgraded their total medical insurance coverage plan so that all employees were adequately protected against COVID-19. The HR team also implemented flexible work arrangements for employees, including those performing essential services who could not work remotely. A new Staff Relief Fund was created to provide short-term financial assistance to employees. These initiatives show how deep of an impact a strong HR can make to the business and workers.

12       To date, we have recognised about 600 HCPartners. Together, HCPartners employ more than 250,000 workers, of which more than 80% are locals.

13       Amongst the HCPartners are five[1] employment agencies who have also been appointed under the Human Capital Partnership (Employment Agencies) programme since December 2020. These are employment agencies who have demonstrated strong commitment to fair recruitment practices and helped their clients to build a strong Singapore core. Employers who require assistance to develop their local talent pipelines can approach these HCP(EA) partners. Similarly, HCP(EA) partners can identify job roles suited to jobseekers’ skillsets and aspirations.

For more information:

14       To find out more about:

1. IHRP’s certification, resources, and programmes, please visit https://www.ihrp.sg/.
   
   
2. IHCI Enabler Programme, please visit https://ihci.sbf.org.sg/.
   
   
3. Productivity Solutions Grant, please visit https://www.gobusiness.gov.sg/productivity-solutions-grant/.
   
   
4. SME Start Digital Programme, please visit https://www.imda.gov.sg/programme-listing/smes-go-digital/start-digital-pack.
   
   
5. HR Jobs Transformation Map, please visit https://www.wsg.gov.sg/for-employers/jobs-transformation-maps.html.
   
   
6. Human Capital Partnership Programme, please visit https://www.tal.sg/tafep/getting-started/exemplary/hcp-programme.
   
   
7. Human Capital Partnership (Employment Agency), please visit https://www.tal.sg/tafep/getting-started/exemplary/HCP-EA.