NTUC LearningHub aims to help Singapore's workforce develop skills in AI age

Key Concepts

• Learning Ecosystem Integrator: NTU Learning Hub’s strategy to connect workers, employers, and industry partners for skills development.
• Human Skills (Critical Thinking & Creativity): Skills deemed essential for workers to remain relevant alongside AI advancements.
• Upskilling & Reskilling: The continuous process of learning new skills or adapting existing ones to meet evolving job market demands.
• Gen AI Era: The current period characterized by the rapid development and integration of Generative Artificial Intelligence.
• Job Redesign: The process of restructuring job roles to incorporate new skills and technologies.

NTU Learning Hub’s Strategic Shift: Prioritizing Human Skills in the Age of AI

NTU Learning Hub, a major skills training provider in Singapore, is refocusing its strategy to address the evolving needs of the workforce in a rapidly changing technological landscape. Having already trained over 3 million people from more than 34,000 organizations – encompassing both SMEs and large corporations – the organization recognizes the increasing importance of adapting to the rise of Artificial Intelligence (AI) and automation, particularly within a country already characterized as “robot-dense.”

Building a Learning Ecosystem

Chief Executive Officer Jeremy Ang envisions NTU Learning Hub as a “learning ecosystem integrator.” This involves connecting workers, employers, and partners across industry and government agencies to facilitate training in both current and future in-demand skills. The core objective is to ensure training translates into “employability, meaningful jobs and career mobility.” This ecosystem approach aims to proactively address skill gaps and prepare the workforce for the future of work.

Beyond Technical Skills: The Focus on Human Capabilities

A key shift in focus is moving beyond simply teaching workers how to use AI tools. Mr. Ang emphasizes the importance of training individuals how to work with AI tools, stating, “It's not learning the skills of the AI tools. It's not learning the AI tools. It's actually training people to know how to work with the AI tools.” He expresses concern that over-reliance on AI could lead to a decline in critical thinking, warning, “My worry is workers over time will grow to become very dependent on AI and the tech. So they don't think, they think less.”

To counter this, NTU Learning Hub launched a “Thinking Academy” in March, specifically designed to develop analytical thinking skills and prepare the workforce for the “Gen AI era.” A “Leadership Academy” is slated for introduction next year, building upon these efforts to cultivate essential human capabilities. As Mr. Ang states, “This human skills…is truly truly very important. We must not neglect them. It is what makes us human.” He further highlights the need for a platform, such as a symposium, to explore how “human capability and technology can actually co-evolve in this AI age.”

Addressing the Upskilling Challenge & Ensuring Relevance

The discussion acknowledges the often-superficial use of terms like “upskilling” and “reskilling.” The focus is on making these processes meaningful and impactful. Mr. Ang advocates for a pragmatic approach to skill acquisition, suggesting, “learn the skill first I know the skills will evolve because I have seen how tech skills keep evolving and keep changing but we are still here.” This implies a foundational approach, recognizing that skills will inevitably require updating but that the ability to learn is itself a valuable asset.

Accessibility, Funding & Employer Responsibility

NTU Learning Hub intends to enhance the accessibility of learning through improvements to both in-person and virtual platforms. They will also collaborate with online learning platforms like LinkedIn and Udemy to provide continuous professional development opportunities.

A significant point raised concerns the disconnect between training and employment. Mr. Ang stresses the need for employers to actively participate in the process, advocating for “job redesign” to create roles that utilize newly acquired skills. He urges employers to “give them some chance,” offering a trial period to allow workers to demonstrate their capabilities. He also suggests a shift in funding priorities, advocating for increased financial support for training in in-demand skills and for initiatives that encourage employers to redesign job roles to align with current needs.

Conclusion

NTU Learning Hub’s strategic shift reflects a broader recognition that navigating the future of work requires a holistic approach. While technical skills remain important, the organization is prioritizing the development of uniquely human capabilities – critical thinking, creativity, and adaptability – to ensure the Singaporean workforce remains relevant and competitive in an increasingly automated world. The emphasis on a learning ecosystem, accessible training, and employer engagement underscores a commitment to proactive and meaningful upskilling and reskilling initiatives.