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.
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.
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