Speech at The Singapore HR Congress & Business-Connect Exposition 2009

Mr Gan Kim Yong, Minister , Stamford Ballroom, Raffles City Convention Centre

Ladies and Gentlemen

Introduction

1.   Good morning. It is my pleasure to join you this morning for the Singapore HR Congress & Business-Connect Exposition 2009. I would also like to thank SHRI for inviting me to join them for the walk earlier this morning to celebrate “HR Day”, a day dedicated to recognising the contributions of HR professionals.

2.   Now into its third year, the Singapore HR Congress serves as a useful platform for corporate leaders, HR practitioners and researchers to exchange views on the latest developments on the HR front and to discuss future directions. This year's conference comes at a critical time. Many companies, hit hard by the economic downturn, have instituted cost-cutting measures. Some have embarked on shorter work weeks or temporary no-pay leave. Some have cut wages. A number have had to downsize their workforce and retrench their workers. HR directors and professionals play an important part in tackling these difficult challenges sensibly and responsibly.

Role of HR Professionals

3.   But even as we deal with these near-term problems of the economy, we need to keep our eyes firmly on the future. Over the longer term, cost-cutting will not be the key competitive advantage of a company. Rather, attracting the right talent, developing their capabilities and motivating them to give their best, and at the same time retaining the best and grooming the leaders - these are the real differentiating factors that will determine the success or failure of companies. These are not easy to deal with but HR professionals have a key role to play in this regard.

4.   Indeed, the role of the HR professionals has evolved over the years. When I first started work many years ago, the term HR was rarely used. We had personnel managers who were primarily responsible for personnel postings and payrolls. Today, many organisations, including many SMEs, will require professional managers with wide-ranging responsibilities in HR management, HR development and even organisational development. The knowledge and skills needed for HR practitioners have become more complex and demanding.

Enhancement of HR Competencies

5.   Since 2006, the Ministry of Manpower (MOM) and the Singapore Workforce Development Agency (WDA) have been working closely with industries to raise the competencies of HR practitioners in Singapore so that they can better meet the demands of their organisations.

6.   A HR competency framework was introduced last year as part of the national Workforce Skills Qualifications (WSQ) system. Developed by WDA in close consultation with business leaders, industry CEOs, management consultants and HR practitioners, the framework has incorporated best practices from around the world. The HR WSQ framework sets out clear performance standards and career progression pathways for HR professionals. It enables new entrants, existing HR practitioners and even line managers to obtain national certification in specialised areas such as compensation and benefits, recruitment and selection, and management of a diverse workforce.

7.   To date, about 170 HR professionals have completed training courses developed in accordance with this framework. We expect many more to do so. I understand that 32 companies will sign a Memoranda Of Understanding (MOU) at this Congress to commit to sending their HR staff and line managers for HR WSQ courses.

Establishment of Human Capital Centre

8.   Today marks another milestone in our efforts to raise the competency of HR professionals, by providing them with greater access to quality and affordable training and a platform to harness the collective knowledge of leading HR practitioners. I am pleased to announce the establishment of a Continuing Education and Training Centre for HR professionals to be funded by WDA, the Human Capital Centre. This centre will have 3 important roles.

9.   First, it will develop and deliver the full suite of courses under the HR WSQ framework. Existing HR practitioners can look forward to a range of courses and programmes to hone their skills and enhance their knowledge. Mid-career PMETs who want to embark on a new career in HR can take advantage of the career advisory services provided by the Centre. Line managers who need to acquire Leadership and People Management competencies can also benefit from the Centre's offerings. The Human Capital Centre aims to deliver 4,500 training places over the next three years.

10.   Second, the Centre will facilitate discussion of key HR issues and the sharing of knowledge and experience among CEOs and HR professionals. It will organise dialogue forums such as Communities of Practice and Priority Conversations on current and emerging HR issues. These will serve as useful platforms for the HR community and business leaders to network and acquire new skills and knowledge in collaborative learning, as well as help develop new strategic human capital solutions for their workplaces.

11.   Third, the Centre will actively support Research and Development in HR related fields, which will further enhance the competencies of HR professionals. These include surfacing challenges of HR issues at the workplace, as well as translating research findings into relevant HR practices.

12.   I am confident that the completion of the HR WSQ framework and the setting up of the Human Capital Centre will raise the level of professionalism and competence of our HR practitioners in Singapore.

13.   Let me conclude by congratulating SHRI for successfully organising this year's Singapore HR Congress and Business-Connect Exposition. I wish all of you a fruitful and enjoyable time at the Congress.

Thank you.