Incentivise bosses to support staff tapping on SkillsFuture

I am heartened by the SkillsFuture initiative introduced in Budget 2015, as it provides Singaporeans with a platform for lifelong learning through various subsidies and programmes. (“S$1b a year to help S’poreans chart lifelong learning journeys”; Feb 24)

This will particularly benefit many mid-career Singaporeans such as myself, who would want to upgrade our skills, but were unable to do so because of family commitments.

The subsidies and credits to offset course fees will help to lessen our financial concerns, while providing the opportunity for us to develop capabilities to remain relevant in the future workforce.

While SkillsFuture is a good initiative, a few conditions must be present for it to be successful.

First, the culture of lifelong learning should be cultivated from a young age, and not only when one starts working.

Second, individuals should be allowed sufficient flexibility to select the courses or course providers, to facilitate learning and mid-career transition.

Third, full support from employers is essential, especially for employees upgrading their skills relevant to their current job.

As a grassroots leader, I have heard from residents about the constraints and lack of employer support when they wish to upgrade themselves professionally. The Government may want to consider incentivising bosses to support their staff tapping on SkillsFuture.