Experts advocate for tax reliefs and subsidized salaries to encourage employers to invest in employee training.
SINGAPORE: Increasing SkillsFuture funding will encourage workers to select courses that enhance their careers, rather than opting for more affordable options, experts say. They also emphasize the need for incentives to motivate employers to enroll their staff in longer, more comprehensive training programs.
For instance, companies that send a specific number of employees to training could receive tax write-offs, a measure that often motivates employers, said Prof. Sumit Agarwal of the National University of Singapore (NUS). “Another possibility could be to relieve employers of salary payments while employees take these courses, or provide subsidized or reduced salaries,” he suggested.
Financing is a significant obstacle, Prof. Agarwal noted, adding that increased government investment in SkillsFuture initiatives would be beneficial. “If employees are only trained for a short period and expected to fund their own training, they may hesitate or choose courses based on affordability rather than optimal career advancement,” he explained.
WHY DOES THE WORKFORCE NEED SKILLS TRAINING?
Determining the level of assistance to be provided through the SkillsFuture Credit scheme during key life milestones is essential for enhancing Singapore’s training ecosystem, according to Deputy Prime Minister Lawrence Wong, who spoke at the Singapore Economic Policy Forum on October 18. He highlighted the government’s commitment to investing more in skills training to cultivate a pool of Singaporean specialists and leaders across various sectors.
Mr. Wong emphasized the importance of enabling workers to invest time in meaningful training, particularly for mature and mid-career individuals aged 40 and above, who face a higher risk of career disruption. He also raised the question of how to grant employees peace of mind and time off work to focus on their skill development.
However, observers caution that allowing employees time off for extended training programs may be challenging amid the current labor crunch. Some experts propose segmenting courses into bite-sized online modules, which could better accommodate the schedules of busy working adults.
COURSES FOR PEOPLE WHO DON’T HAVE TIME
Research indicates that after 24 hours, individuals forget about 75% of what they have learned, said Mr. Adrian Tan from the Singapore Human Resources Institute. “Rather than learning for 12 hours straight over two days, consider 15 minutes of daily learning,” he suggested. “For instance, 15 minutes of learning followed by a five-minute assessment is quite feasible. If companies can’t even afford to provide employees with a 15-minute break, they likely face a larger issue.”
Mr. Wong mentioned that the government has studied various countries but has yet to find a comprehensive nationwide system for adult education and training. Singapore is focused on distilling best practices from around the globe and applying them locally.
“Working together, I am confident we can build a better SkillsFuture system that enables all Singaporeans to develop and thrive,” he affirmed.
Meanwhile, Prof. Agarwal believes more can be done to motivate locals to pursue higher education. “Many of the individuals hired in universities or companies conducting research and development are foreigners,” he noted. “Incentives for Singaporeans to pursue PhDs and participate in innovation are crucial for fostering local talent.”
