New world. New skills.

Everyone should be able to live, learn, work and participate in the digital world

Today, the sheer speed, scope and impact of technological change are challenging businesses and the society at large in fundamental ways, propelling an urgent need for upskilling. In Singapore’s upcoming Budget 2020, the Ministry of Finance has affirmed that transforming the country’s industries and workforce is one of the main national priorities. Helping businesses to innovate, go regional and build capabilities, as well as helping Singaporeans upskill and reskill are key focus issues for the government.

Upskilling though, is more than just providing access to training. It’s also about identifying the knowledge, skills and experience that will be most valuable in the future for new and transformed roles, the individuals who can excel in those roles, and developing an effective way to support and inspire people to take action today and continue to adapt in the future.

A strong, robust and well thought out budget plan will help Singaporeans prepare and position ourselves strategically for this uncertain and rapidly advancing future.

Join the conversation and find out more on Budget 2020 here!

“The case for upskilling is clear – there is a mismatch in the skills people have and skills businesses are looking for. While business leaders have made automation, digitisation and extracting the value of data (including artificial intelligence) a priority in their business, their workforce must be able to complement the value that these new technologies bring. Each member of the ecosystem - business leaders, governments and educational institutions – must work together to upskill our people to meet the workforce needs of the future and drive sustainable economic growth for Singapore”

Yeoh Oon Jin, Executive Chairman, PwC Singapore

Let's Get Real: Continuous Upskilling

In order to keep up with the tide of change, technology has now become a key part of many companies' transformation pathway. But this digital trend is also making people increasingly anxious about the future of their jobs. Fang Eu-Lin, Leader of PwC's Academy in Singapore shares how upskilling can help to alleviate this anxiety.


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New world. New skills.

Bringing together industry, government and academia to support upskilling for Singapore SMEs. Check out available courses below:


How ready are Singaporeans for the impact of automation and technology on their jobs?

Here’s what more than 2,000 Singaporeans told us on their hopes and fears.


Change is here

  • There is a mix of optimism and uncertainty amongst the Singapore population. More than half of Singaporeans were optimistic or excited about the impact of technology on jobs, while some were nervous or scared.
  • When asked why they felt nervous or scared, 58% were worried that technology would make their role redundant and 36% were worried that they wouldn’t have the right skills.
  • About one in two workers (54%) in Singapore believe automation will significantly change or make their job obsolete within the next ten years. However, this is not bad news as, almost the same number of respondents (53%) indicated that they felt technology would bring about more opportunities than risks in the workplace and 85% felt that technology will change their work for the better.

Ready to upskill

  • 81% of respondents in Singapore were already learning new skills to better understand or use technology showing that they are actively pursuing upskilling opportunities.
  • Even if they weren’t already pursuing opportunities, 92% in Singapore said that they would take the opportunity to better understand or use technology if it were available to them.
  • 76% of workers say their employer is giving them the opportunity to improve their digital skills outside their normal duties. However, only 31% indicated that they are currently upskilling through their employers.
  • If their jobs were at risk, 85% of Singaporeans would learn new skills now or completely re-train in order to improve their future employability.

On the world stage

  • Singaporeans emerged the most likely to be learning new skills through their employer, tied with the Dutch at 35%.
  • Singaporean workers were also the most likely to accept a lower level position in another company or industry if they believed their job was at risk of automation (60%) as compared to the global average of 47%.
  • Two in five Singaporeans (18%) are scared or nervous about the future impact of technology on their job, coming in second just behind French workers (20%) and tied with the British (18%).
  • When it comes to learning new skills, Singaporean workers are behind high-growth countries such as India (96%) & China (96%) at 81%, but are still ahead of the average worker globally (77%).
  • Find out what the workforce in other countries are saying about digital upskilling.

Does the impact of technology excite or worry you? Are you ready to learn new skills? Compare yourself against 20,000 people around the world


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How to start upskilling

The digital revolution requires a skills revolution. The skills revolution is about helping people build their digital awareness, understanding and skills to fully participate in the digital world — and it needs to start now.

Five building blocks of upskilling

Identify skills gaps and mismatches

Assess the current environment and challenges. Identify the size and nature of an organisation’s skills gaps and mismatches, where to start and what to prioritise.

  • Define future workforce and understand the impact of automation
  • Assess current workforce capabilities
  • Understand the organisational culture
  • Identify skills gaps, mismatches and role adjacencies
  • Validate the case for change

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Build a future-proof skills strategy

Build strategic plans to deal with the skills gaps which have the most impact on delivering business value.

  • Rapidly review and refresh upskilling strategy
  • Make inclusion a priority
  • Improve effectiveness of learning organisation tech
  • Test strategic alternatives and scale best-performing programmes

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Lay the cultural foundation

Use culture as the bedrock of an organisation’s upskilling efforts.

  • Create a cultural shift and the right behaviours
  • Inspire citizen-led innovation
  • Nurture physical vitality and mental wellbeing

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Develop and implement upskilling

Create and deploy programmes which harness the organisation's culture and use key behavioural economics principles to deliver the right learning experience and rapid results.

  • Create buy in and align rewards and incentives
  • Free up time for learning
  • Design for an engaging learning experience
  • Build digital understanding
  • Focus on targeted personal transformation journeys
  • Deliver training

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Evaluate return on investment

Measure the return on investment from upskilling programmes.

  • Measure Return on Learning investment
  • Track Employee Engagement
  • Benchmark the L&D function

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Contact us

Eu-Lin Fang

Partner, PwC's Academy Leader, PwC Singapore

Tel: +65 9817 8213

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