Ives Tay’s Post

Raising the Bar for SkillsFuture Courses: Striking a Balance in Lifelong Learning As an educator in Singapore's private education sector, I have observed the evolving landscape of SkillsFuture Singapore (SSG)-funded courses. With over 29,000 courses available, SSG’s recent measures to enhance course quality are timely and much needed. These initiatives, such as suspending low-rated courses and requiring higher attendance and feedback response rates, will undoubtedly help elevate standards. However, they also raise important challenges for training providers, learners, and the adult education ecosystem. One of my key concerns is the proliferation of similar courses marketed at roadshows, which may confuse learners about their value. While SkillsFuture credits have empowered many to pursue lifelong learning, a significant proportion of trainees enroll for leisure rather than skill advancement. This poses difficulties when feedback surveys, conducted up to six months after course completion, rely on meaningful input to gauge the course's effectiveness. Moreover, adult learners often face hurdles such as juggling commitments or adjusting to formal assessments graded as "Competent (C)" or "Not Yet Competent (NYC)." These assessments, especially in Level 1 or 2 courses, can be daunting for individuals returning to education after years away. Ensuring attendance and encouraging active participation also remain perennial challenges, particularly for learners managing work and family obligations. The shift towards stricter standards and TRAQOM surveys is essential for fostering transparency and accountability. However, we must avoid a one-size-fits-all approach, as feedback may not always reflect a course’s true quality or the provider’s efforts. Instead, a balanced implementation that considers the diversity of learners’ motivations and constraints will better support the long-term goals of SkillsFuture. As the sector navigates these changes, it is crucial for training providers to emphasize industry relevance and learner engagement. Likewise, learners must approach these opportunities with the intent to grow and apply their skills meaningfully. Together, we can ensure that lifelong learning remains accessible, impactful, and aligned with Singapore’s evolving workforce needs. What are your thoughts on the new SkillsFuture measures? How can we better support adult learners in their education journey? Stricter measures by 2026 to raise quality of courses funded by SkillsFuture Singapore https://lnkd.in/gg536Vef

💬 The SkillsFuture Credit system in Singapore is a mess. (Please unfollow me if this hurts you!) . . . . . . . . 💬 Let's cut the nonsense and get straight to it.  It's pushing training providers to do whatever it takes to survive. On one side, providers are bending the rules to stay in the game. On the other, you've got SkillsFuture Singapore ("SSG"), making it damn near impossible for smaller players to compete with these high entry barriers into WSQ courses. It's not just a right or wrong case— survival versus bureaucracy. . Why are training providers getting desperate? Simple: it's about staying alive. The SkillsFuture space is oversaturated—29,000 courses from 600+ providers. If you don't hustle, you don’t exist. So, they resort to referral programs and incentivized reviews. It’s not about ethics; it’s about not getting wiped out. When competition is this cutthroat, playing dirty is the only option for many. . Now, let's talk about SSG raising standards. I get it. They want to make sure people aren’t wasting time on garbage courses. High attendance rates, excellent feedback scores, and industry relevance are crucial. But here's the problem: these standards are also shutting out the smaller, genuine players who don’t have the resources to jump through all the hoops. Good training providers are getting squeezed out simply because they can't game the system well enough. . And then there's the bigger issue: striking the balance between quality and accessibility. Weeding out the bad apples is excellent, but what are you left with if you make it impossible for anyone but the big guys to compete? A handful of big players can afford to play by the rigid rules, while niche, valuable courses get shoved out. Only some providers have the deep pockets or the bureaucratic muscle to hit those numbers. . And these TRAQOM surveys? Let’s be real—feedback is subjective. One person’s unrealistic expectations can kill a perfectly good course's rating. Training is a service, which means you deal with individual experiences that vary everywhere. If SSG doesn’t find a more innovative way to assess this, they'll keep punishing good providers for reasons outside their control. . The bottom line is that raising quality standards sounds excellent, but you’ll kill diversity in the training industry if you're not careful. Only the big players will survive, and everyone else gets kicked to the curb. SSG needs to rethink its approach. Tiered standards based on provider size or flexibility in timelines would be a start. Stop applying blanket measures and start being realistic. Otherwise, we’re headed for an industry that’s not just high quality—but highly exclusive, and that's not what Singapore needs. . Is this what we want—high barriers that exclude everyone but the big players—or can we find a smarter, more balanced way forward? . #skillsfuture #ssg #skillsfuturecredit #training #trainingproviders

We recently came across an interesting read in the The Irish Times about the value and necessity of continuing professional development for today's workforce. Ibec's Kara McGann puts this down to rapidly changing technology, the speed at which businesses operate, people moving jobs and careers more often, and longer lifespans leading to longer careers - all of which have the net effect of creating knowledge gaps in the workforce, as the amount that people need to learn has diversified and gone up. One of the emerging trends identified in the article is the growing demand for flexible learning in the form of Microcredentials - which are short, intensive training programmes that allow learners to develop specific skills in a specific area. Over time, learners can often combine Microcredential credits into a full postgraduate degree or Masters programme, as is the case with the Irish Medtech Skillnet Masters in Digitalisation of Manufacturing programme. This programme offers the option of a full 2-year Masters programme, or a series of short, subject-specific Microcredentials for learners to choose from. It starts in October, 2024 and bookings are open now! Learn more about that programme here: https://lnkd.in/daRGyzbR #CPD #Skillnet #LifelongLEarning #TalenttoThrive #Training #Funded https://lnkd.in/e7X29-Fw

🚨 When marketing goes too far: The dark side of Singapore’s training industry. Singapore prides itself on a robust SkillsFuture ecosystem, but what happens when training providers exploit loopholes to game the system? The suspension of FirstCom Academy reveals unsettling truths about the industry's darker side. 👉 Offering *referral fees* to trainers and trainees - essentially paying for enrollees. 👉 Handing out *vouchers for Google reviews*, inflating a glowing 4.9-star rating to attract unsuspecting learners. 👉 Highlighting these ratings as proof of quality on official platforms, misleading the public. As someone who works with training providers and a former regulator, I see this as a wake-up call. Such practices don’t just harm learners; they undermine the integrity of the lifelong learning movement we’ve worked so hard to build. But here's the bigger question: If this only came to light after public feedback, is SkillsFuture SG (SSG) doing enough to enforce its guidelines? And how many more such cases might be slipping under the radar? Ethics must be *non-negotiable* in education. It’s time for stricter audits, transparent reporting, and consequences that genuinely deter unethical behavior. 💬 Let’s discuss: How can we ensure that the pursuit of profit doesn’t erode trust in our adult education ecosystem? #LifelongLearning #EthicsInEducation #SkillsFuture #Singapore

Understanding the Transition from SETA to QCTO Qualifications In our previous newsletter, we alluded to the significant shift from Sector Education and Training Authorities (SETAs) to the Quality Council for Trades and Occupations (QCTO). Established in 2010, the QCTO represents a pivotal change in South Africa's education landscape, focusing on standardized qualifications across all sectors through the Occupational Qualifications Framework (OQF). Unlike SETAs, which were sector-specific, the QCTO's approach ensures mobility and recognition in the job market. Learnerships under the QCTO emphasize a structured approach, including knowledge components, practical training, and external assessments. With the transition already underway, learners have until June 30, 2027, to complete their existing programs. Are you unsure of what this transition will mean for your business or existing learnerships? Give us a call!   Awaiting Clarity: Updates on Transport Sector Charter Changes Since our update about the announcement of potential changes to the Transport Sector Charter (TSC), stakeholders have eagerly anticipated further details. Despite initial buzz, regulatory silence has left the industry in suspense. Speculations abound regarding the amendments, ranging from ownership calculations to employment equity initiatives. The speculated changes hint at a transformative shift, emphasizing inclusivity and sustainable development within the sector. Businesses are poised for adaptation, recognizing the importance of staying abreast of regulatory shifts. As the industry awaits clarity, proactive engagement and strategic planning will be essential for navigating this evolving landscape.   Plus, Get Ready for Something Big: B-BBEE Seminar & Transport Sector Buzz! Buckle up for some exciting updates! We're bringing you the lowdown on our upcoming B-BBEE seminar and the latest buzz from the Transport Sector. We recently got the inside scoop on the QCTO transition, and we're pumped to share the insights with you. But hey, we're not stopping there—our seminar is gearing up to be a game-changer! Picture this: A dynamic seminar packed with expert speakers, interactive sessions, and all things B-BBEE. From decoding the scorecard to uncovering growth opportunities, it's all about empowering you to thrive. Plus, keep your eyes peeled for updates on the Transport Sector Charter—because change is on the horizon, and we're here to help you navigate it like a boss. So, mark your calendar, spread the word, and get ready to dive into the action. Whether you're a B-BBEE newbie or a seasoned pro, this seminar is your ticket to success. Don't miss out—join us and let's make waves together! Contact us now on 011 483 1190 or email [email protected] to book your spot. https://lnkd.in/dHFp65Gp

In the modern world, we don't always have time for long-term training programmes alongside our personal and professional life. We explore the world of short course training, the flexibility of learning from these alongside your day job and the value for money this type of development can bring. https://ow.ly/h8Gq50RxTce #Blog #Learning #Training #Skills

Top 3 Benefits of Online Courses You Need To Know: Accessibility: Our online courses provide an accessible learning experience, allowing busy professionals from anywhere in the world to get certified by a Singapore-based Management and Executive Training Company. You can connect with us from anywhere in the world with the internet to begin your path to success with our top-class online professional training. Flexibility: Our online courses are perfect for busy individuals who may have other commitments, making it easier for busy professionals to pursue additional career training while getting certificates and credentials to advance their careers. Diverse Course Learning Topics: Our online learning platforms offer a wide range of courses across various disciplines, where you can choose from an extensive selection of subjects, from digital marketing to project management and process improvement. Whichever topic you feel like learning, we have it all covered! Would like to find out more?  Visit our website to see all the online courses on offer! https://lnkd.in/gBAa-hcG #onlyventure #onlinelearning #elearning #onlinecourse #digitaleducation #learnonline #skillbuilding #onlinestudy #onlinetraining #distancelearning #onlinetraining

As the landscape of education continues to evolve, accreditation and verification of credentials have become crucial elements for educational quality and professional development. GAOTE (Global Association of Online Trainers and Examiners) has emerged as a leading platform that bridges the gap between educational institutions, trainers, and scholars. With transparent pricing and a suite of comprehensive benefits, GAOTE supports each of these groups in achieving their goals within the global education space. Here’s a closer look at GAOTE’s pricing structure and the value it brings to scholars, trainers, and institutions. 1. GAOTE Pricing for Scholars, Trainers, and Institutions GAOTE has structured its pricing to provide accessible options for scholars, trainers, and institutions while ensuring that each group benefits from accreditation, recognition, and expanded opportunities. Scholars: Individual scholars looking to verify their educational credentials, receive academic recognition, or enhance their resumes with GAOTE’s unique scholar identifier pay a nominal fee for this service. The cost is designed to be affordable, particularly for students and recent graduates, ensuring that their credentials are internationally recognized and verifiable. The pricing for scholars’ covers features like secure credential storage, instant verification capabilities, and access to a global network of accredited educational programs. Trainers: Trainers and instructors who seek to verify their qualifications and increase their visibility within the professional education landscape have access to GAOTE’s services at an accessible price point. GAOTE’s pricing for trainers is set to accommodate both independent instructors and those affiliated with institutions. This tier includes personalized training verification, professional badges, and a profile that highlights their qualifications, skills, and affiliations, giving trainers credibility and a competitive edge. https://lnkd.in/dTXTzmf3

https://lnkd.in/dn7CdJeC 𝐓𝐡𝐞 𝐑𝐢𝐬𝐞 𝐨𝐟 𝐌𝐢𝐜𝐫𝐨-𝐜𝐫𝐞𝐝𝐞𝐧𝐭𝐢𝐚𝐥𝐬: 𝐄𝐧𝐡𝐚𝐧𝐜𝐢𝐧𝐠 𝐒𝐤𝐢𝐥𝐥𝐬 𝐭𝐡𝐫𝐨𝐮𝐠𝐡 𝐎𝐧𝐥𝐢𝐧𝐞 𝐂𝐨𝐮𝐫𝐬𝐞𝐬 In the dynamic landscape of education, microcredentials have emerged as a transformative force, reshaping the way individuals acquire and showcase their skills. This blog post explores the surging popularity of micro-credentials—short courses designed to target specific skills—and delves into how they contribute to lifelong learning and career advancement in an era where adaptability and specialized knowledge are paramount. Definition and Evolution of Micro-credentials: Micro-credentials are bite-sized, focused courses that provide learners with targeted skills and knowledge. They have evolved in response to the demand for flexible, accessible, and relevant learning opportunities in an ever-changing job market. Flexibility and Accessibility: Microcredentials offer unparalleled flexibility, allowing learners to acquire new skills without the time commitment of traditional long-term courses. Online platforms deliver these courses, ensuring accessibility to a global audience and breaking down geographical barriers. Targeted Skill Development: Unlike broader courses, micro-credentials are designed for targeted skill development. Learners can choose courses aligned with their career goals, enhancing specific competencies crucial in today’s competitive job market. Lifelong Learning Culture: The rise of microcredentials has contributed to the promotion of a lifelong learning culture. Professionals, students, and individuals at various career stages can continuously upskill, adapting to industry changes and staying ahead of the curve. Industry-Relevant Content: Micro-credentials are often curated with industry collaboration, ensuring that the content is relevant and aligned with current job market needs. This industry connection enhances the practical applicability of the skills acquired, making learners more valuable to employers. Speedy Career Advancement: The focused nature of microcredentials allows individuals to quickly gain expertise in specific areas. This rapid skill acquisition can expedite career advancement, positioning learners as specialists in high-demand fields. Stackable Credentials: Micro-credentials are often stackable, meaning learners can accumulate several credentials over time. This modular approach enables them to build a portfolio of skills, creating a more comprehensive representation of their capabilities. Recognition by Employers: Micro-credentials are gaining recognition and acceptance by employers as valuable additions to traditional degrees. They showcase a candidate’s commitment to continuous learning and provide evidence of up-to-date, job-relevant skills. Cost-Effectiveness . . . . .

✔️ Are you a new or established practitioner or academic colleague with an increased focus on embedding employability and/or enterprise in the curriculum? ✔️Are you looking to build visibility and influence to embed employability and enterprise?   ✔️ Keen to explore new and innovative ways to embed employability and enterprise within the curriculum? Look no further than a brand new #AGCAS training course for 2025, Employability and Enterprise in the Curriculum, which I'll be developing and delivering alongside the wonderful Charlotte Harrison. This course is for you if you're keen to: 💡understand different approaches to embedding employability and enterprise within an HE context 💡 reflect on successes and challenges you've faced embedding employability and enterprise within your own institution 💡 build personal influence and visibility when working with key stakeholders 💡 generate innovative ideas to help you embed employability and enterprise within the curriculum, through career development, work integrated/ experiential and entrepreneurial learning 💡 evaluate the impact of your embedded activities We are keen to encourage academics as well as practitioners from a wide range of specialisms to sign up to this course, including those working in careers education, guidance, enterprise education and work-based/ experiential learning. The course will run for three consecutive days in June 2025. Find out more: https://lnkd.in/eXnXuPxA #AGCAS #employability #enterprise #training