ABSTRACT
The pandemic has raised the levels of digitisation in workplaces across all sectors to meet stricter health rules and reduce physical interactions. New jobs are evolving and existing skills are becoming obsolete exponentially. Upskilling and reskilling have become vital for Singapore businesses to survive and thrive in the increasing uncertain economy. Therefore, as workers adapt to changing job conditions, companies are also learning to match workers to new roles and functions through retraining, reskilling and upskilling of the workforce, strongly supported by the Singapore government through various schemes in collaboration with the industries and union, to deliver new business models in the age of digitisation, automation and online learning. Because of the restrictions introduced during the pandemic, in-person training has transitioned to online training and self-learning. Based on the case of Singapore, this chapter investigates the various schemes and training initiatives that have been developed through a close tripartite relationship, to close the skill and talent gaps, and to enhance talent mobility in the age of digitisation fuelled by the pandemic. This chapter will present the case that the “Singapore model” of tripartism has enabled the country to play a role as an institutional corridor and network hub in the region.
