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Commentary: To upskill or not to upskill? Tailoring programmes to mid-career workers can make the difference

A large boost to the SkillsFuture scheme at Budget 2024 may push workers to consider upskilling seriously. But the education system can do more to ensure equitable access, say Singapore Institute of Technology president Chua Kee Chaing and Competency-Based Education Network president Charla Long.

Commentary: To upskill or not to upskill? Tailoring programmes to mid-career workers can make the difference

People cross a street in Singapore's central business district. (Photo: Sutrisno Foo)

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SINGAPORE: Mid-career professionals concerned about finding themselves in a tight spot in the job market may be thinking after the recently announced Budget 2024: To upskill or not to upskill?

Even if employees are convinced that upskilling is a must, that doesn’t make the decision an easy one. They must weigh personal obligations like caregiving responsibilities and a mortgage, and not feel daunted by how much the education landscape has changed in the decades since they have left formal schooling.

On Feb 16, Deputy Prime Minister and Finance Minister Lawrence Wong announced a slew of Budget measures that could tip the scales for some Singaporeans aged 40 and above. These comprise a S$4,000 SkillsFuture credit top-up, subsidies to pursue a full-time diploma and a monthly training allowance capped at S$3,000 a month for those who enrol in selected full-time courses.

A lot will still depend on employers and whether they support employees to go for training and provide opportunities to use their new skills. Full-time programmes can be impractical for both employers and employees.

This is where educational institutions have a role to play.

How do we tailor programmes to effectively cater to mature workers wanting to upskill? With one in four resident workers aged above 55 (as of 2020), this is a critical issue that requires a transformation of our academic systems.

TAILORED APPROACH FOR MID-CAREER PROFESSIONALS

Modern workers understand they won’t have a single job to last a career. And it appears most won’t just have one career but many – the worry is whether a career change will be forced upon them.

In Singapore, according to a Randstad 2023 report, about half of survey respondents had fears about losing their jobs. A TODAY Youth Survey conducted in 2023 indicates that 74 per cent of youths think they could be retrenched at least once in their lifetime.

“Expertise keeps on changing,” said Mr Wong during his Budget speech. It is a cue for educational institutions to support the workforce with programmes that are in tune with the demands of the evolving job markets and workers’ needs.

Mid-career professionals don’t start on a blank page – many will be looking to update existing skills given the latest technological advancements or to learn adjacent skills that widen the field of roles they can consider.

Competency-Based Education (CBE) is one such alternative educational approach. It focuses on the mastery of skills and knowledge, with an emphasis on the ability to apply them in the real world.

CBE goes hand in hand with a process to recognise prior learning, with existing skills and competencies assessed to earn credits towards a degree. This increases access to education and reduces the amount of time and money needed to acquire skills. Most importantly, it enhances employability by codifying specific, job-relevant competencies.

The introduction of bite-sized modules and micro-credential pathways also provides more opportunities for workers to progress in their careers as it focuses on the mastery of required skills.

In 2022, the Singapore Institute of Technology launched the Competency-based Stackable Micro-credential (CSM) pathway for working adults. It allows flexibility to remain in full-time employment and take up bite-sized modules to earn micro-credentials – to be recognised as upskilling in specific competencies or even stacked towards a university degree. For example, the pathway available in Applied Computing is broken down into modules such as artificial intelligence and cybersecurity.

PERSUADING EMPLOYERS TO EMBRACE UPSKILLING

Educational institutions can play a crucial role in persuading employers to embrace upskilling.

Supervisors can be less welcoming if upskilling is seen as taking time away from work and increasing the manpower strain on companies. Employers may not see how the upgraded skills benefit the company and could even run the risk of losing employees in search of better opportunities.

Work It: Switching careers is not just for older workers or the bold at heart

Institutes of Higher Learning (IHLs) can collaborate with industry partners and business associations to better understand their needs and develop courses to fill skills gaps. This could be in the form of specialised courses aligned to the nature of the company or providing certification in certain competencies to help employers assess and verify newly acquired skills.

Essentially, these institutions should design programmes that are working professional-friendly, where they aren’t missing out on opportunities in their current jobs.

With the World Economic Forum’s Future of Jobs Report 2023 projecting that half of all workers’ core skills will need upgrading every five years, companies cannot solely rely on recruiting from new cohorts. Those that do not help existing employees keep up with technological advances and in-demand competencies could shoot themselves in the foot by limiting the pool of talent available to them and risk falling behind.

THE DECISION DILEMMA

As the shelf life of skills gets shorter, there needs to be a collective effort to foster a mindset of continuous learning in our local talent, encouraging them to embrace change and acquire new skills in their careers.

Budget 2024 measures may go some way to relieving the decision dilemma for mid-career workers. When the options are leaving their jobs mid-career to further their education or hitting the books after a hectic day at work, many end up settling for the status quo.

New, innovative educational approaches like CBE could also help persuade some to take the plunge. IHLs can empower those in or looking to move into high-demand industries, as well as those who have not had the opportunity of a pre-employment education in some fields.

Ensuring equitable access to upskilling and reskilling opportunities can, in turn, build a bigger and stronger talent workforce.

Professor Chua Kee Chaing is president of the Singapore Institute of Technology (SIT) and Dr Charla Long is president of the Competency-Based Education Network.

Is Budget 2024 a blueprint for a new Singapore? Listen to CNA's Heart of the Matter:

Source: CNA/ch
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