Three thrusts and five recommendations
The human-capital workgroup proposes: a Singapore Opportunity Index to make workplace outcomes visible; integrating people capability into business growth; people-centred AI adoption; professionalising HR practice; and developing people leaders. The programme links workforce outcomes to hiring, development, deployment and support, and aims to reach over two million workers and support at least 2,000 enterprises.
Opportunity Index and business strategy
The Singapore Opportunity Index uses verified government data to compare how firms create mobility and development across hiring, progression, pay, retention and representation. Workers can assess opportunity beyond starting pay; employers can compare outcomes and identify gaps. Business support should make workforce planning part of growth strategy from the outset, with practical diagnostics and access to professional HR expertise for SMEs.
AI, professional standards and leadership
AI adoption should redesign work and develop people together, with HR training and practical guidance on responsible use. Larger organisations with more than 200 employees will need the specified IHRP-certified HR capability from 1 July 2028 under the announced requirement, rather than treating it as already mandatory in 2026. Leadership development, communities, skills recognition and change-management support strengthen the profession. The appendices describe the workgroup’s approach and membership.
Why the workgroup was formed
TWG-HC was established in February 2025 to address AI-driven job changes, an ageing workforce and evolving expectations. Its September 2026 report sets out five recommendations across three connected priorities, linking business transformation with better employee opportunities.
Five recommendations
The official report and infographic below contain the complete recommendations.
| Priority | Recommendation | Actions |
|---|---|---|
| Opportunities | 1. Make opportunities visible | Singapore Opportunity Index helps workers identify growth opportunities and employers assess improvement. |
| Transform work and grow people | 2. Put people capability into strategy | JRCoE real-world job redesign showcases and an ongoing SME pilot for flexible strategic HR expertise. |
| Transform work and grow people | 3. People-centred AI | PATH supports fair opportunity and sustainable jobs. WDG(JR+) AI Starter Kits combine consultancy, training and funding; IHRP-accredited fluency courses and badges build capability; AI-Ready SG HR playbook is planned for Q1 2027; refreshed HR Jobs Transformation Map for H1 2027. |
| Develop HR and people leaders | 4. Professionalise HR | Organisations over 200 staff should have at least one suitable IHRP-CP or higher professional; see the separate implementation guide for the 2028 start. |
| Develop HR and people leaders | 5. Develop leaders | IHRP competencies, role badges and continuing development; a pinnacle people-leader programme planned for H1 2027. |
Partners and historical resources
Resources include HCLI, IHRP, NTUC, SHRI, SNEF and OurWorkforce by SWDA. Historical HR Industry Transformation Plan, advisory panel and manpower plan are linked separately from the new recommendations. Planned 2027 resources should not be described as already available.
Official originals and language editions
- TWG-HC report ↗ PDF