Documentation de projet
SABER Workforce Development Singapore Multiyear Country Report 2012
Date de publication: 13 sept. 2021
Source: Organisations internationales-World Bank
The study benchmarked levels of support for workforce development in Singapore and identified
measures that helped to progress workforce development within the framework of human capital
development. The study piloted a new diagnostic tool (SABER-WfD) to assess Singapore’s
workforce development for three time periods: 1970, 1990 and 2010. This case illustrates the
progressive development of a strategic workforce development system in a small city-state with a
rapidly changing economy that shifted from a developing to advanced economy in just a few
decades. The tool is part of the World Bank’s initiative on Systems Assessment for Better
Education Results (SABER), focusing on several policy domains including workforce
development. Three broad functional dimensions of workforce development policies were
assessed based on a wide range of primary and secondary evidence: strategic framework; system
oversight; and service delivery. The findings show that Singapore has made continuous progress
on all dimensions, representing a highly advanced system by 2010 but also one that continues to
adapt and innovate nonetheless.
Skills shortages and labour migration in the field of information and communication technology in Canada, China, Germany, India, Indonesia, Singapore and Thailand
Date de publication: 02 oct. 2020
Source: OIT
Digitalization is a key driver of change. As information and communication technology (ICT) continues to advance and digital technologies are further integrated into sectors across our economies, the skills that are needed the most also continue to change and are increasingly in demand. To better understand the implications for the world of work, the ILO’s ‘Future of Work in Information and Communication Technology (ICT)’ project has for the past two-and-a-half years conducted in-depth research on anticipated needs for skilled ICT workers and formulating strategies to address labour shortages, including the scaling up of investments in ICT education and training, and better governed international labour migration.

This report, the last of a series of three reports, summarizes the project’s findings, which were formulated on the basis of research conducted in Canada, China, Germany, India, Indonesia, Singapore and Thailand. It provides an overview of: (a) trends in the ICT sector, ICT labour markets and the migration of ICT workers; (b) the potential demand for skilled workers and current and anticipated skills mismatches in the digital economy; and (c) strategies for improving ICT education and training. Furthermore, it summarizes the key research findings and outlines possible policy responses that could be adopted with a view to scaling up current initiatives to advance decent work opportunities in the digital economy.
Upskilling SMES: How governments fund training and consulting. Comparing experiences from Asia, Europe and North America
Date de publication: 18 janv. 2018
Source: OIT
This study aims to guide policy-makers and programme managers of Small and medium-sized enterprises (SMEs) training funding schemes through the difficult process of designing and implementing such a scheme. It reviews the set-up, funding and functioning of four established SME training schemes in Singapore, Malaysia, Ireland and the United States and highlights the differences in their design, and the pros and cons of different design choices. In particular partners of the ILO`s Sustaining Competitive and Responsible Enterprises (SCORE) Programme that offers a training and consulting intervention to the growing number of SMEs should be interested in this study.
The role of employers in sectoral skills development: International approaches
Date de publication: 31 mars 2016
Source: Institutions académiques
This paper considers models of employer engagement within different international approaches to sectoral skills development, focusing on examples from the UK, New Zealand, South Africa, Hong Kong, Singapore, the Netherlands and the USA. Four sectoral models of employer engagement are outlined, exploring what is expected from employers within these different models. Some of the challenges and implications of these different sectoral approaches to engaging employers and creating demand-led skills systems are discussed.
ILO Workshop at the Global Lifelong Learning Summit: Micro-credentials promoting lifelong learning and careers
date_événement: 01 nov. 2022
Sources: OIT

Micro-credentials are becoming increasingly popular tools to recognise the completion of bite-size learning activities, particularly  in non-formal and informal contexts, making proof of acquired learning outcomes. While they are not new, they have gained greater visibility in recent years, particularly during the COVID-19 pandemic. The turn to digital work and learning accelerated the transition from physical to digital and hybrid skills systems, pushing the private offer of short online training and popularised the use of digital credentials.

This workshop will aim at raising awareness about challenges and opportunities associated with the implementation of micro-credentials, as well as highlight successful examples emerging from private and public initiatives. The workshop will be structured around a panel discussion including government, workers and employers representatives, as well as micro-credentials providers. The discussion will have particular interest for policy makers, social partner representatives, training institutions managers.

Key themes to be discussed include:

  • The role and limitations of micro-credentials as an enabler of lifelong learning, access to decent work and long-term careers for all groups
  • The challenges and opportunities of micro-credentials as an enabler for workers to upskill, reskill and access qualifications
  • The potential and limitations of micro-credentials as enhancers of learning, talent acquisition, skills utilization, motivation and productivity in enterprises, promoting just green and digital transitions
  • The role of governments and social partners in generating a skills ecosystem conducive to quality, trust and effective connections between industry, training offer and recognition mechanisms
  • Digital transformation, inclusiveness and data ownership