Larger firms must have certified HR staff by 2028; tripartite report urges 'people-centred AI transformation'

As technology makes workforce decisions more complex, the foundation of trust that workers have towards HR matters more, says Minister of State for Manpower Foo Cexiang.

Office workers in Raffles Place on Sep 21, 2026. (File photo: CNA/Mak Jia Kee)

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SINGAPORE: Firms with more than 200 employees will soon be required to have certified human resource (HR) personnel, while companies will receive dedicated resources to adopt artificial intelligence in HR functions without leaving their employees behind.

From Jul 1, 2028, all organisations with more than 200 workers must employ at least one HR professional certified at the IHRP-Certified Professional level or higher.

The Institute for Human Resource Professionals (IHRP) is a professional body established by the Ministry of Manpower (MOM), National Trades Union Congress (NTUC) and Singapore National Employers Federation (SNEF).

The move announced by the tripartite partners on Thursday (Sep 24) is intended to professionalise the HR sector and ready firms for incoming workplace legislative updates, including the Workplace Fairness Act that is slated to take effect in end-2027.

CNA Games Guess Word Crack the word, one row at a time Buzzword Create words using the given letters Mini Sudoku Tiny puzzle, mighty brain teaser Mini Crossword Small grid, big challenge Word Search Spot as many words as you can Show More Show Less Singapore has around 2,000 firms with more than 200 employees, employing more than 45 per cent of the total workforce, said MOM. More than 900 of these firms already have at least one IHRP-certified HR professional. No such certification requirements are currently in place. The requirement builds on a similar recommendation made in 2020 by an NTUC-SNEF task force for professionals, managers and executives (PMEs). It will give workers greater assurance that decisions affecting their careers are guided by recognised professional and ethical standards, Minister of State for Manpower Foo Cexiang said. "As technology makes workforce decisions more complex, this foundation of trust matters much more," he said in an opening address at the IHRP People Behind People Forum. The requirement is expected to grow Singapore's pool of certified HR professionals from 9,000 to around 18,000, or 40 per cent of the HR workforce, by 2030. To help companies meet the requirement, the government will provide an additional S$100 subsidy for IHRP certification from Oct 1, 2026 to Jun 30, 2028. Firms can also use the SkillsFuture Enterprise Credit to offset the remaining fees. This was among several recommendations made by the Tripartite Workgroup on Human Capital Capability Development in a report released on Thursday. Ensuring that workers are not an afterthought as businesses transform and adopt artificial intelligence is a key thrust of the recommendations. Other recommendations aim to bring HR expertise within reach of more small- and medium-sized enterprises that may not have in-house capabilities, and help workers make more informed career decisions. The government has accepted all the recommendations, said MOM. WHAT THE WORKGROUP RECOMMENDED One recommendation is for a "people-centred AI transformation for HR" initiative to help businesses use AI effectively and responsibly in HR functions. This will comprise "starter kits" that package AI solutions with support, including training and funding, for the technology to be implemented in high-impact HR use cases. IHRP will also work with training partners to introduce more accredited training programmes aligned to 12 new AI fluency "skills badges" identified by the institute. Additionally, NTUC will develop a playbook to help HR professionals navigate the AI transformation journey. This will be released in the first quarter of 2027. As businesses move quickly to adopt AI, the workgroup said firms need to consider workforce implications as part of transformation planning, and not only after key decisions have been made. To this end, SNEF and IHRP will showcase real-world examples of businesses that have successfully aligned operational change with workforce outcomes, such as through job redesign. They will also develop a practical guide that business advisors can use to help firms consider jobs, skills and workforce implications alongside decisions about technology, processes and business models. Another recommendation is to pilot a model connecting SMEs with HR professionals that would give these businesses flexible access to strategic HR expertise tailored to their business needs, without having to hire a full-time senior HR professional. Under an ongoing six-month pilot, experienced HR leaders are brought into participating SMEs on a part-time, embedded basis. More details on the model will be released through the Alliance for Action on Advancing Career and Employment Services. The workgroup also recommended establishing the Singapore Opportunity Index as a "national benchmark" for the career opportunities created by employers. The index, which uses verified government data, enables workers to make more informed career decisions and employers to better evaluate the impact of their workforce strategies, said MOM. Finally, the workgroup recommended a "pinnacle" human capital leadership development programme to nurture HR leaders for the future. This programme will start in 2027 and is designed by the Human Capital Leadership Institute. Workgroup co-chair NTUC assistant secretary-general Patrick Tay said the recommendations will equip HR professionals to manage workforce transformation that is "people-centred". "Stronger human capital capabilities can help companies make better workforce decisions, invest in their people, and ultimately create better jobs and work prospects for the Singaporean core, including PMEs. "By helping workers adapt, upskill and take on new opportunities, we can ensure that Singaporeans continue to benefit from economic growth and technological change," he said. Fellow co-chair and SNEF council member Benjamin Boh said employers recognise business transformation and workforce transformation must go hand in hand. "The recommendations provide practical support for companies to strengthen their HR capabilities through certification, better access to HR expertise, and people-centred AI adoption. "This is especially valuable for employers as they build workforce resilience and prepare for long-term growth," he said. Co-chair and MOM deputy secretary for workforce Kenny Tan said that the workgroup is committed to implementing the recommendations but cannot do this alone. "Leaders at all levels of the organisation – business leaders, human resource professionals and people managers – must drive enterprise and workforce transformation together. "Workers must embrace new ways of doing things, new jobs and new skills. This is how we ensure that Singapore's next chapter of growth will continue to be rooted in its people and for its people."

Singapore has around 2,000 firms with more than 200 employees, employing more than 45 per cent of the total workforce, said MOM. More than 900 of these firms already have at least one IHRP-certified HR professional.

No such certification requirements are currently in place. The requirement builds on a similar recommendation made in 2020 by an NTUC-SNEF task force for professionals, managers and executives (PMEs).

It will give workers greater assurance that decisions affecting their careers are guided by recognised professional and ethical standards, Minister of State for Manpower Foo Cexiang said.

"As technology makes workforce decisions more complex, this foundation of trust matters much more," he said in an opening address at the IHRP People Behind People Forum.

The requirement is expected to grow Singapore's pool of certified HR professionals from 9,000 to around 18,000, or 40 per cent of the HR workforce, by 2030.

To help companies meet the requirement, the government will provide an additional S$100 subsidy for IHRP certification from Oct 1, 2026 to Jun 30, 2028. Firms can also use the SkillsFuture Enterprise Credit to offset the remaining fees.

This was among several recommendations made by the Tripartite Workgroup on Human Capital Capability Development in a report released on Thursday.

Ensuring that workers are not an afterthought as businesses transform and adopt artificial intelligence is a key thrust of the recommendations.

Other recommendations aim to bring HR expertise within reach of more small- and medium-sized enterprises that may not have in-house capabilities, and help workers make more informed career decisions.

The government has accepted all the recommendations, said MOM.

WHAT THE WORKGROUP RECOMMENDED

One recommendation is for a "people-centred AI transformation for HR" initiative to help businesses use AI effectively and responsibly in HR functions.

This will comprise "starter kits" that package AI solutions with support, including training and funding, for the technology to be implemented in high-impact HR use cases.

IHRP will also work with training partners to introduce more accredited training programmes aligned to 12 new AI fluency "skills badges" identified by the institute.

Additionally, NTUC will develop a playbook to help HR professionals navigate the AI transformation journey. This will be released in the first quarter of 2027.

As businesses move quickly to adopt AI, the workgroup said firms need to consider workforce implications as part of transformation planning, and not only after key decisions have been made.

To this end, SNEF and IHRP will showcase real-world examples of businesses that have successfully aligned operational change with workforce outcomes, such as through job redesign.

They will also develop a practical guide that business advisors can use to help firms consider jobs, skills and workforce implications alongside decisions about technology, processes and business models.

Another recommendation is to pilot a model connecting SMEs with HR professionals that would give these businesses flexible access to strategic HR expertise tailored to their business needs, without having to hire a full-time senior HR professional.

Under an ongoing six-month pilot, experienced HR leaders are brought into participating SMEs on a part-time, embedded basis. More details on the model will be released through the Alliance for Action on Advancing Career and Employment Services.

The workgroup also recommended establishing the Singapore Opportunity Index as a "national benchmark" for the career opportunities created by employers.

The index, which uses verified government data, enables workers to make more informed career decisions and employers to better evaluate the impact of their workforce strategies, said MOM.

Finally, the workgroup recommended a "pinnacle" human capital leadership development programme to nurture HR leaders for the future. This programme will start in 2027 and is designed by the Human Capital Leadership Institute.

Workgroup co-chair NTUC assistant secretary-general Patrick Tay said the recommendations will equip HR professionals to manage workforce transformation that is "people-centred".

"Stronger human capital capabilities can help companies make better workforce decisions, invest in their people, and ultimately create better jobs and work prospects for the Singaporean core, including PMEs.

"By helping workers adapt, upskill and take on new opportunities, we can ensure that Singaporeans continue to benefit from economic growth and technological change," he said.

Fellow co-chair and SNEF council member Benjamin Boh said employers recognise business transformation and workforce transformation must go hand in hand.

"The recommendations provide practical support for companies to strengthen their HR capabilities through certification, better access to HR expertise, and people-centred AI adoption.

"This is especially valuable for employers as they build workforce resilience and prepare for long-term growth," he said.

Co-chair and MOM deputy secretary for workforce Kenny Tan said that the workgroup is committed to implementing the recommendations but cannot do this alone.

"Leaders at all levels of the organisation – business leaders, human resource professionals and people managers – must drive enterprise and workforce transformation together.

"Workers must embrace new ways of doing things, new jobs and new skills. This is how we ensure that Singapore's next chapter of growth will continue to be rooted in its people and for its people."

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人力部政务部长傅策祥表示，随着科技进步使劳动力决策变得更加复杂，员工对人力资源部门的信任基础变得更加重要。

2026年9月21日，莱佛士坊的上班族。（资料照片：CNA/麦嘉琪）

这段音频由人工智能工具生成。

新加坡：员工人数超过 200 人的公司很快将被要求配备经过认证的人力资源 (HR) 人员，同时，公司将获得专门的资源，以便在人力资源职能中采用人工智能，而不会让员工掉队。

自 2028 年 7 月 1 日起，所有拥有 200 名以上员工的组织必须至少雇用一名获得 IHRP 认证专业人员级别或更高级别的人力资源专业人员。

人力资源专业人士协会 (IHRP) 是由人力部 (MOM)、全国职工总会 (NTUC) 和新加坡全国雇主联合会 (SNEF) 共同成立的专业机构。

三方合作伙伴于周四（9 月 24 日）宣布的这项举措旨在使人力资源行业专业化，并使企业为即将到来的工作场所立法更新做好准备，包括计划于 2027 年底生效的《工作场所公平法案》。

CNA游戏猜词游戏：逐行破解单词；流行词游戏：用给定的字母组成单词；迷你数独：小巧的谜题，强大的脑力挑战；迷你填字游戏：小方格，大挑战；单词搜索：尽可能多地找出单词。显示更多 显示更少 新加坡人力部表示，新加坡约有2000家员工超过200人的公司，占总劳动力的45%以上。其中900多家公司已至少拥有一名获得IHRP认证的人力资源专业人士。目前，新加坡尚未实施此类认证要求。这项要求建立在全国职工总会-新加坡全国雇主联合会（NTUC-SNEF）工作组于2020年针对专业人士、经理和高管（PME）提出的类似建议之上。人力部政务部长符策祥表示，这将使员工更加确信，影响其职业生涯的决策遵循公认的专业和道德标准。他在IHRP“以人为本”论坛的开幕致辞中表示：“随着科技使劳动力决策变得更加复杂，这种信任基础显得尤为重要。”预计到2030年，新加坡的注册人力资源专业人士数量将从9000人增加到约18000人，占人力资源从业人员总数的40%。为帮助企业满足这一要求，政府将从2026年10月1日至2028年6月30日期间，为国际人力资源专业人士协会（IHRP）认证提供额外100新元的补贴。企业还可以使用技能创前程企业信贷来抵扣剩余费用。这是人力资本能力发展三方工作组周四发布的一份报告中提出的多项建议之一。确保在企业转型和采用人工智能的过程中，员工不会被忽视是这些建议的关键所在。其他建议旨在让更多可能缺乏内部人力资源能力的中小型企业能够获得人力资源专业知识，并帮助员工做出更明智的职业选择。人力部表示，政府已接受所有建议。工作组的建议之一是推出“以人为本的人力资源人工智能转型”计划，帮助企业在人力资源职能中有效且负责任地使用人工智能。该计划将包含“入门套件”，将人工智能解决方案与支持服务（包括培训和资金）打包在一起，以便在具有重大影响的人力资源应用案例中实施该技术。IHRP还将与培训合作伙伴合作，推出更多与该机构确定的12项新的人工智能技能“徽章”相对应的认证培训项目。此外，NTUC将制定一本指导手册，帮助人力资源专业人士顺利完成人工智能转型之旅。该手册将于2027年第一季度发布。工作组指出，随着企业快速采用人工智能，企业需要在转型规划中考虑对员工的影响，而不仅仅是在做出关键决策之后才考虑。为此，SNEF和IHRP将展示一些企业成功将运营变革与员工绩效相结合的真实案例，例如通过重新设计工作岗位。他们还将制定一份实用指南，供商业顾问使用，帮助企业在制定技术、流程和商业模式决策的同时，考虑工作岗位、技能和劳动力影响。另一项建议是试点一种将中小企业与人力资源专业人士联系起来的模式，使这些企业能够灵活地获得根据其业务需求量身定制的战略性人力资源专业知识，而无需聘请全职高级人力资源专业人员。在为期六个月的试点项目中，经验丰富的人力资源领导者将以兼职、嵌入式的方式进入参与的中小企业。有关该模式的更多细节将通过职业与就业服务行动联盟发布。工作组还建议设立新加坡机会指数，作为衡量雇主创造的职业机会的“国家基准”。人力部表示，该指数使用经核实的政府数据，使员工能够做出更明智的职业决策，并使雇主能够更好地评估其劳动力战略的影响。最后，工作组建议设立一个“巅峰”人力资本领导力发展计划，以培养未来的人力资源领导者。该计划将于2027年启动，由人力资本领导力研究院设计。工作组联合主席、全国职工总会助理秘书长郑德源表示，这些建议将帮助人力资源专业人士管理以人为本的劳动力转型。“更强大的人力资本能力可以帮助企业做出更明智的劳动力决策，投资于员工，并最终为包括专业人士、中小型企业在内的新加坡核心群体创造更好的就业机会和发展前景。”他表示，“通过帮助员工适应变化、​​提升技能并抓住新的机遇，我们可以确保新加坡人继续受益于经济增长和技术变革。”另一位联合主席、新加坡全国雇主联合会理事会成员Benjamin Boh表示，雇主们认识到业务转型和劳动力转型必须齐头并进。“这些建议为企业提供了切实可行的支持，通过认证、更好地获取人力资源专业知识以及采用以人为本的人工智能来加强其人力资源能力。”他表示，“这对雇主来说尤其重要，因为他们需要增强劳动力韧性并为长期增长做好准备。”联合主席、人力部负责劳动力事务的副部长Kenny Tan表示，工作组致力于落实这些建议，但仅靠自身力量无法完成这项工作。 “组织各层级的领导者——包括企业领导者、人力资源专业人士和人事经理——必须共同推动企业和员工队伍的转型。员工必须接受新的工作方式、新的工作岗位和新的技能。唯有如此，我们才能确保新加坡的下一个增长篇章继续扎根于人民，服务于人民。”

新加坡人力部表示，新加坡约有2000家员工超过200人的公司，雇佣了超过45%的劳动力。其中超过900家公司已至少拥有一名获得国际人力资源规划协会（IHRP）认证的人力资源专业人士。

目前尚无此类认证要求。该要求源于NTUC-SNEF工作组于2020年针对专业人士、经理和高管（PME）提出的类似建议。

人力部政务部长傅策祥表示，这将使劳动者更加确信，影响他们职业生涯的决策是按照公认的专业和道德标准指导的。

“随着科技使劳动力决策变得更加复杂，这种信任基础就显得更加重要了，”他在 IHRP 人力资源管理论坛的开幕致辞中说道。

预计到 2030 年，这项要求将使新加坡获得认证的人力资源专业人员数量从 9,000 人增加到约 18,000 人，占人力资源从业人员的 40%。

为帮助企业满足要求，政府将从 2026 年 10 月 1 日至 2028 年 6 月 30 日期间，为 IHRP 认证提供额外 100 新元的补贴。企业还可以使用技能创前程企业信贷来抵消剩余费用。

这是三方人力资本能力发展工作组周四发布的一份报告中提出的几项建议之一。

确保企业在转型和采用人工智能的过程中不会忽视员工，是这些建议的关键重点。

其他建议旨在让更多可能不具备内部人力资源能力的中小型企业能够获得人力资源专业知识，并帮助员工做出更明智的职业选择。

人力部表示，政府已接受所有建议。

工作组的建议

其中一项建议是发起“以人为本的人力资源人工智能转型”计划，以帮助企业在人力资源职能中有效且负责任地使用人工智能。

这将包括“入门套件”，其中将人工智能解决方案与支持（包括培训和资金）打包在一起，以便在具有高影响力的人力资源用例中实施该技术。

IHRP 还将与培训合作伙伴合作，推出更多与该机构确定的 12 个新的 AI 熟练度“技能徽章”相一致的认证培训计划。

此外，NTUC还将制定一份指导手册，帮助人力资源专业人士应对人工智能转型之旅。该手册将于2027年第一季度发布。

工作组表示，随着企业快速采用人工智能，企业需要将对劳动力的影响纳入转型计划，而不仅仅是在做出关键决策之后才考虑。

为此，SNEF 和 IHRP 将展示一些企业通过工作重新设计等方式，成功地将运营变革与员工成果相结合的真实案例。

他们还将制定一份实用指南，供商业顾问使用，以帮助企业在考虑技术、流程和商业模式等决策的同时，考虑工作、技能和劳动力方面的影响。

另一项建议是试点一种将中小企业与人力资源专业人员联系起来的模式，使这些企业能够灵活地获得根据其业务需求量身定制的战略性人力资源专业知识，而无需雇用全职高级人力资源专业人员。

一项为期六个月的试点项目正在进行中，经验丰富的HR领导者将以兼职、嵌入式的方式引入参与的中小企业。有关该模式的更多细节将通过职业与就业服务促进行动联盟发布。

工作组还建议设立新加坡机会指数，作为衡量雇主创造的职业机会的“国家基准”。

人力部表示，该指数使用经过核实的政府数据，使劳动者能够做出更明智的职业选择，也使雇主能够更好地评估其劳动力战略的影响。

最后，工作组建议设立一项“巅峰”人力资本领导力发展计划，以培养未来的人力资源领导者。该计划将于2027年启动，由人力资本领导力研究院设计。

工作组联合主席、全国职工总会助理秘书长郑德源表示，这些建议将使人力资源专业人士能够管理以人为本的劳动力转型。

“更强大的人力资本能力可以帮助企业做出更好的员工决策，投资于员工，并最终为新加坡核心群体（包括中小企业）创造更好的工作和就业前景。

他说：“通过帮助劳动者适应环境、提升技能并抓住新的机遇，我们可以确保新加坡人继续从经济增长和技术变革中受益。”

另一位联合主席兼SNEF理事会成员Benjamin Boh表示，雇主们认识到业务转型和劳动力转型必须齐头并进。

“这些建议为企业通过认证、更好地获取人力资源专业知识和采用以人为本的人工智能来加强其人力资源能力提供了切实的支持。

“这对于雇主来说尤其有价值，因为他们可以增强员工队伍的韧性，并为长期增长做好准备，”他说。

联合主席兼人力部劳动力事务副部长陈建国表示，工作组致力于落实各项建议，但仅凭一己之力无法完成这项工作。

“组织中各个层级的领导者——企业领导者、人力资源专业人员和人事经理——必须共同推动企业和员工队伍的转型。

“劳动者必须接受新的工作方式、新的工作岗位和新的技能。只有这样，我们才能确保新加坡的下一个增长篇章继续扎根于人民，服务于人民。”

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