In the 21st SSG’s Jobs-Skills Insights Webinar Series, Mr Ang Wee-Tiong shared on navigating the new normal, new challenges facing Human Resource (HR) leaders using labour market data and insights, and ways to present these insights in a sound, auditable and explainable manner to their stakeholders. He shared the criticality for business leaders to understand that large-scale shifts are changing how people work and how business gets done. Responding effectively to these HR trends can ensure that their organizations stand out from competitors.

Key takeaways from the session:
1. Importance of an Adaptive and Resilient Workforce
It is of vital importance to support the building and transformation of a resilient and adaptive workforce for the new economy, given recent global disruptions and shifts across industries, not just affected by rapid technological advances, but also accelerated by the Covid-19 pandemic. Responding to ongoing and emerging challenges in the Singapore labour market building workforce resilience through transformative learning and development is important.

2. Leveraging Data and Tools to Respond to HR Needs
- Making use of tools riding on sound mathematical models that
effectively measures future readiness of each and every individual. The future readiness score allows for organisations to assess their employees’ skills gap when benchmarked against leading market indicators. Indirectly, it can be used as a targeted HR strategy for purpose of talent development and retention, redeployment, upskilling or reskilling. It provides organisations a consistent and sound blueprint to develop and enhance their human capital strategies.

- Uses AI to build a "dynamic skills map" from job listings, that automatically clusters skills to show where and how well they connect, and the combination of skills necessary for a job role. This is useful in predicting power of relationships and network structures in existing data to answer complex business questions. Some of these key questions revolves around job recruitment and selection, onboarding programmes planning, talent performance management, facilitating career planning and learning and development planning.

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