Singapore Manpower Planning Analysis
Introduction
Singapore has consistently been rated highly as one of the cities with productive and skilled labour force by organisations such as Business Environment Risk Intelligence (BERI). (Singapore Economic Development Board, 2016) To achieve this, our labour relations have undergone several transformation to its industrial relations to maintain the stable workforce we have today. As the world continues to thrive in technology advancement, there is a need to address the challenges faced in light of globalization and explain how Singapore respond to these challenges.
From colonial administration to the current manpower planning, Singapore’s economy continues to restructure to ensure that British’s forces retreat would not leave many …show more content…
1.1 Singapore Population (Department Of Statistics Singapore, 2016)
Manpower Planning
With the world evolving, managing change is a challenge to Singapore. Manpower planning began after
The 1997 Asian economic crisis which evoked the need to have a long-term strategy that adjusts to globalization and technological advances. We have to stay relevant and resilient so that technological changes create only opportunities for us. This is the essence of manpower planning - the fourth transformation, to prepare ourselves well for Singapore’s growth. Without manpower planning, we were not able to forecast future skill gaps and groom our workers in response to these changes. This shows the importance of planning adequately so that we have sufficient time to grow our talents and utilize every worker effectively.
As part of manpower planning, Manpower 21, NTUC 21 and SNEF 21 blueprints are implemented to take labour movement into the 21st century. All of them lay out strategies with common objective of creating a strong labour movement to meet future manpower …show more content…
In particular, the second strategy emphasizes the importance and benefits of continual learning for Singaporeans to secure jobs. With globalization taking place, it is important to train Singapore workers so they can respond to industry changes quickly. Thus, we have launched various training programs targeted at all ages to increase our workers’ productivity. This allows for workforce flexibility if each worker can perform a variety of jobs. The sixth strategy further highlights that the success of labour relations comes from the strong partnerships among our tripartite partners. As we delve into that in the paper later, it is evident that their close relations has maintain the stable workforce and industrial peace of Singapore
Singapore has consistently been rated highly as one of the cities with productive and skilled labour force by organisations such as Business Environment Risk Intelligence (BERI). (Singapore Economic Development Board, 2016) To achieve this, our labour relations have undergone several transformation to its industrial relations to maintain the stable workforce we have today. As the world continues to thrive in technology advancement, there is a need to address the challenges faced in light of globalization and explain how Singapore respond to these challenges.
From colonial administration to the current manpower planning, Singapore’s economy continues to restructure to ensure that British’s forces retreat would not leave many …show more content…
1.1 Singapore Population (Department Of Statistics Singapore, 2016)
Manpower Planning
With the world evolving, managing change is a challenge to Singapore. Manpower planning began after
The 1997 Asian economic crisis which evoked the need to have a long-term strategy that adjusts to globalization and technological advances. We have to stay relevant and resilient so that technological changes create only opportunities for us. This is the essence of manpower planning - the fourth transformation, to prepare ourselves well for Singapore’s growth. Without manpower planning, we were not able to forecast future skill gaps and groom our workers in response to these changes. This shows the importance of planning adequately so that we have sufficient time to grow our talents and utilize every worker effectively.
As part of manpower planning, Manpower 21, NTUC 21 and SNEF 21 blueprints are implemented to take labour movement into the 21st century. All of them lay out strategies with common objective of creating a strong labour movement to meet future manpower …show more content…
In particular, the second strategy emphasizes the importance and benefits of continual learning for Singaporeans to secure jobs. With globalization taking place, it is important to train Singapore workers so they can respond to industry changes quickly. Thus, we have launched various training programs targeted at all ages to increase our workers’ productivity. This allows for workforce flexibility if each worker can perform a variety of jobs. The sixth strategy further highlights that the success of labour relations comes from the strong partnerships among our tripartite partners. As we delve into that in the paper later, it is evident that their close relations has maintain the stable workforce and industrial peace of Singapore