S$4,000 SkillsFuture top-up will push workers to upskill, but employers’ support is key: HR experts

SUPPORT FROM EMPLOYERS 

Since the S$4,000 top-up can also be used for part-time courses, support from employers is key for workers pursuing these accreditations, HR experts said. 

Some employers may not want their employees to pursue courses because the company does not directly benefit from the training. If employees have to sacrifice promotions or a higher salary, they are also unlikely to want to take courses. 

“A reskilled or upskilled worker may subsequently seek better job opportunities elsewhere,” said NUS’ Dr Xu. 

Having employees away on training will pose challenges to companies, especially smaller ones. 

“SMEs (small- and medium-size enterprises) would say it’s a good-to-have, but not a must-have,” said Ms Jasmine Liew, founder of Breakthrough Catalyst, an organisational development consultancy. 

“Even short courses are already an issue, if I let you attend (courses) for one year, two years, then who’s going to do your job?” 

But from a staff engagement and retention perspective, allowing employees to develop their careers may encourage them to stay with the company, she said. 

“Doing a course for two years doesn’t mean pulling out of the organisation and being out of touch. There could be certain short attachments during the holidays to give back, or even help the existing employees, come back and teach people.” 

In recent years, there has been a noticeable shift in organisational training strategies towards greater flexibility, said Ngee Ann Polytechnic’s Dr Chung. 

“Companies are increasingly willing to explore options like reduced workloads or study leave to support part-time learning among their employees. With talent retention being a pressing concern, many employers recognise the importance of upskilling their workforce to facilitate career progression.” 

Instead of a complete break from work, employers may consider offering flexible work arrangements such as reduced hours or adjusted schedules.

Employers already support younger workers in work-study programmes, so there is potential for companies to extend similar support to mid-career workers, Dr Chung said.