\n<\/p>\n
SINGAPORE
\u00a0<\/p>\n These
\u00a0<\/p>\n In
Commenting
NTUC
Skills mismatch continues to be the most
prevalent form of mismatches (63%) according to business leaders Workers with skills gaps are not the top
priority for training (15%), as compared to workers with high potential (45%) SINGAPORE
–\u00a0Media OutReach\u00a0– 10
September 2021 –\u00a0 As companies and workers transition into an
endemic world, upskilling remains a …<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[60],"tags":[],"_links":{"self":[{"href":"https:\/\/eodishasamachar.com\/en\/wp-json\/wp\/v2\/posts\/17419"}],"collection":[{"href":"https:\/\/eodishasamachar.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/eodishasamachar.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/eodishasamachar.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/eodishasamachar.com\/en\/wp-json\/wp\/v2\/comments?post=17419"}],"version-history":[{"count":0,"href":"https:\/\/eodishasamachar.com\/en\/wp-json\/wp\/v2\/posts\/17419\/revisions"}],"wp:attachment":[{"href":"https:\/\/eodishasamachar.com\/en\/wp-json\/wp\/v2\/media?parent=17419"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/eodishasamachar.com\/en\/wp-json\/wp\/v2\/categories?post=17419"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/eodishasamachar.com\/en\/wp-json\/wp\/v2\/tags?post=17419"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
\n–\u00a0Media OutReach<\/a>\u00a0– 10
\nSeptember 2021 –\u00a0 <\/b>As companies and workers transition into an
\nendemic world, upskilling remains a key driver to build new capabilities and
\nsoar forward. According to business leaders however, skills mismatch continues
\nto be the most prevalent form of mismatches (63%). This is in comparison to experience
\nmismatch (18%), wages mismatch (17%), and expectations mismatch (2%). Business
\nleaders also revealed that workers with skills gaps are not the top priority
\nfor training (15%), as compared to workers with high potential (45%). <\/p>\n
\nwere some of the key findings from a recent labour research on the Future of
\nContinuing Education and Training by the National Trades Union Congress (NTUC),
\nin partnership with NTUC LearningHub (NTUC LHUB). The research surveyed a total
\nof 564 business leaders across industries in Singapore, such as Manufacturing,
\nInformation and Communications, Financial and Insurance Services, Wholesale and
\nRetail Trade, and Professional Services. <\/p>\n
\nfurther upskilling high potential workers, 67% of employers claim that they offer
\ntalent development programmes in the form of job rotations (65%),
\ncross-department collaborations (60%), and secondments to other departments or
\ncompanies (47%). However, only one-fifth (26%) of business leaders consider
\nmore than 40% of their employees as “high-potential”. This implies that a significant
\nportion of workers lose out on upskilling, as they are less prioritised to
\nreceive training. <\/p>\n
\non the findings, Mr Patrick Tay, Assistant Secretary-General, NTUC and
\nDirector, NTUC Strategy, says, “I’m happy that NTUC LHUB undertook this
\nimportant research with NTUC’s Strategy Team. A workforce is as strong as its
\nweakest link. To build resilience, companies must ensure that each and every one
\nin their workforce is continuously ready for what is next. By raising the
\ncompetency of the entire workforce, businesses enable themselves to build new
\ncapabilities, and remain relevant. At NTUC, we are continuously innovating to
\neffectively help both companies and workers. Through our Training and Placement
\necosystem, we will provide support through an integrated suite of customised and
\ntimely solutioning such as strategy planning, job matching, leadership
\ndevelopment, and enabling funding of training and technology implementation.”<\/p>\n
\nLHUB Chairman, Eugene Wong, comments, “When companies upskill their existing
\nworkforce, they are not only realising business value, but also improving
\nengagement and retention of employees. Investing in employees also gives them
\nthe confidence to apply newly gained skills and knowledge to value-add to the
\norganisation. For this reason, I strongly urge companies to relook\u00a0 their training priorities to address the
\nskills mismatch. At NTUC LHUB, we observe that many businesses require help in
\nidentifying skills gaps in their workforce. We always recommend them to embark
\nfirstly on a skills competency mapping or training needs analysis exercise, so
\nthey can close the skills gaps and invest in targeted upskilling strategies
\nthat will meet business objectives.” <\/p>\n<\/div>\n\n
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