MDDI 演讲稿 · 2024-10-04
陈杰豪高级政务部长在新加坡电脑学会 Splash 论坛上的演讲
Speech by SMS Mr Tan Kiat How at Singapore Computer Society Splash Forum
要点
- • 新加坡科技岗位 6 年（2017–2023）从 15.55 万增至 20.83 万——年均复合增长 5%。IDT 大学毕业生 2023 年中位起薪 5,500 新元；居民科技中位月薪 7,000 新元（远高于全经济中位 4,500）。
- • TIP Alliance（IMDA + SCS + SGTech 等共同主导）旨在为理工学院与 ITE 毕业生构建端到端路径——已承诺 800+ 优质科技岗位；2024 年超过 900 名学生参加年度增强型实习（去年的 2 倍），近两年 1,300+ 受益。
- • OCBC「Ignite」18 个月路径（12 个月实习 + 6 个月毕业后正式学徒制）——成功完成可直接「越级」到助理经理。
- • 去年 11 月启动「以技能为本招聘运动」+ 雇主承诺 + 科技岗位手册——已有 200+ 公司承诺。Oracle 已去掉新加坡科技岗位的学历要求；Accenture 用多阶段技能评估——招聘耗时降 75%、优质人才管线提升 40%。
- • 重点新群体：服完 NS 的男生——准备针对性的学徒制与工读项目。
完整译文（中文）
MDDI 英文原文译文 · 翻译日期：2026-05-03
本文已从早期版本的网站迁移过来——格式可能有不一致之处。
数码发展及新闻部高级政务部长 Tan Kiat How 先生在「新加坡电脑学会（SCS）Splash 论坛」上的演讲（2024 年 10 月 4 日）
各位早安——欢迎来到首届 SCS Splash 论坛。我很高兴今天能在这里。
今天的主题是「职业与实习」——正如 Sam Liew 先生刚才所讲——这是非常贴切的主题。我希望今天在场的所有人——都能拥抱前方众多「学习、协作、成长」的机会。
新加坡政府致力于在变化的科技格局中培育有技能的科技劳动力
在演化的科技行业格局中——工作场所中不同角色与能力正快速涌现与演变——重塑我们对工作与教育的理解。最近——以生成式 AI（GenAI）的兴起为背景——我们已经看到这种变化。从 AI 驱动的编码工具，到自动化内容生成——GenAI 不只创造新岗位——也增强了既有岗位的能力。
金融、医疗、零售等行业——以及更多——都在积极寻找懂技术的专业人士——以推动数字支付、远程医疗、电子商务等领域的创新。这些都是新加坡科技专业人士令人激动的机会。
多年来——新加坡对科技专业人士的需求一直在增长。科技岗位从 2017 年的 15.55 万增至 2023 年的约 20.83 万——年均复合增长率 5%。
这些是有良好前景的好工作。我们的「信息通信数字技术」（IDT）大学毕业生 2023 年中位月薪最高——5,500 新元；理工学院毕业生 2,900 新元；ICT ITE 应届生 2,100 新元。整体而言——居民层面——科技专业人士月薪中位数 7,000 新元——远高于全经济中位 4,500 新元。所以——好工作、好起薪、好的职业前景——这些都是各位激动人心的机会。
几天前发布的《Smart Nation 2.0》——我们说——希望赋能员工——在变化的经济中适应、成功并实现其志向。政府将继续致力于建立一支强有力的科技人才管线——以满足产业需求。
比如 IMDA 的「TechSkills Accelerator」（TeSA）项目——支持员工——
向科技岗位转型——并确保既有科技劳动力具备相关技能。它提供 ICT 岗位的针对性培训、就业对接与职业支持。通过它——近 18,000 名本地人在需求高的科技领域被对接与培训——另有 243,000 人技能升级。
我们也在为 ITE 与理工学院的特定毕业生群体做更多。「TeSA for ITE and Polytechnics」（TIP Alliance）是 IMDA 主导、产业伙伴支持的「产业引领」倡议。
它支持构建端到端路径——加强理工学院与 ITE 毕业生在科技领域的就业结果——从学生在校期间的「年度增强型实习」开始——延伸至毕业后的学徒制与工读升级。
我们两年前启动这项努力——是因为注意到——理工与 ITE 毕业生的起薪——落后于大学毕业生——并且差距越拉越大。诚然——大学学位有溢价。但我们看到——大学毕业生的前景上扬——而 ITE 与理工学院毕业生的机会没有同样多——薪酬差距加大。
这就是我们启动 TIP Alliance 的源起。我也很高兴——SCS 会长 Sam Liew 先生与 SGTech 会长 Wong Wai Meng 先生站出来——与我们共同主导这项努力。它把跨政府、学校领导层、科技行业协会、以及 NCS、ST Engineering 等头部科技人力雇主等志同道合的伙伴聚到了一起。它与学校代表、不同政府机构合作——给学生提供产业相关技能、并帮助他们从教育过渡到科技行业的就业。
自 2022 年 9 月启动以来——TIP Alliance 在改变组织「招聘与培养科技专业人士」的思维方式上——发挥了关键作用——把权重更多地放在技能上、而不只是看学历。截至 2024 年——TIP Alliance 中的领先雇主已为 ITE 与理工学院毕业生承诺 800 个优质科技岗位机会。
我想强调 TIP Alliance 三个目标。第一——围绕培训与就业——构建新的、替代性的路径与机会。第二——催化围绕「招聘与培养」的心态变化。第三——围绕「以技能为本招聘」培育有活力的生态。
新的、替代性的路径
在教育阶段及早接触学生很重要。在 TIP Alliance 之下——产业伙伴可以与理工学院、ITE 合作塑造课程——确保课程与产业趋势保持相关。
同时——通过「上游介入」——给学生实习机会——像在场各位这样的学生能接触科技行业的运作方式——并以实务方式应用在校所学。这非常重要——一开始就打下扎实的基础。
但要拿到富有意义的机会并不容易。学生可能会落到无法充分发挥技能的角色里；学校可能难以建立「为学生带来价值」的合作；公司也可能很难找到具备产业相关技能的实习生。TIP Alliance 在这些议题上发挥了关键作用。
首先——TIP Alliance 帮助促成「更长、设计更用心」的实习——确保学生不只是「临时帮忙」、而是成为他们加入团队的不可或缺的一部分。
这些实习经过精心策划——以平衡「公司贡献」与「学生学习」。导师也帮助学生穿过项目——让他们发展技能、构建职业所需的相关能力。这不只是技术技能——也包括「在团队中工作、与同事合作、解决问题、对自己有信心」等软性方面。
这种实习的供给一直稳定——已有 13 个行业、260 多家公司加入增强型实习计划——包括华侨银行（OCBC）、埃森哲。
我很高兴看到——尽管这种项目需要投入更多时间——学生们仍能认识到它们的好处。
2024 年——年度增强型实习的参与度上升——我很高兴地分享——超过 900 名理工学院与 ITE 学生参加了这些实习——是去年的两倍。事实上——过去两年里——超过 1,300 名学生从这些实习中受益。
我鼓励所有即将进入实习阶段的人——若有机会——请考虑更长（12 个月）的实习。我在工作场所见过许多实习生——他们都对实习赞不绝口——学到了很多——非常感谢这些机会。
这种增强型实习项目很有价值——它们允许在岗培训——让学生把技能应用到真实场景、并发展工作场所的软性技能。这种项目对组织也有好处——让公司能识别并留住人才。所以——还没加入这一项目的雇主——请加入。这是「及早识别人才」的黄金机会。
比如说——Evelyn Foo 女士——她在埃森哲做软件工程师角色实习了一年。Evelyn 在实习期间表现出色——如今她已成为埃森哲的「定制软件工程助理」（custom software engineering associate）正式员工。
其次——TIP Alliance 也鼓励组织提供「学徒制」——以促进持续的专业成长与发展。
在「精心结构化」的前提下——学徒制有助于把毕业生与雇主的利益对齐——确保毕业生能在所选领域发挥所长。OCBC 的「Ignite」项目——是与新加坡 5 所理工学院共同开发的——为科技学生提供 18 个月的结构化职业路径——包括 12 个月的实习与毕业后 6 个月的全职学徒。成功完成项目后——参与者可以「越级」到银行的「助理经理」职位。学生与组织——双赢。
许多人觉得这种经历很有回报。义安理工学院的信息技术学生 Arash Nur Iman——目前正在 OCBC Ignite 中——分享说——「能第一手看到事情如何运作」是开眼界的体验。在他这段经历里——他有机会与不同群体的人互动、并改善软性技能。
我很高兴看到——参与者享受这段旅程、把投入的时间用足。
心态的改变
通过倡导「以技能为本」的方法——我们希望——把心态从「传统学历」转向「候选人能为组织贡献的能力与本事」。
去年 11 月——我们启动了「以技能为本招聘运动」（Skills-Based Hiring Movement）——以及面向科技岗位的「雇主承诺」与《手册》——为公司提供「按能力吸引、评估、发展科技人才」的指引。
今天已有超过 200 家公司承诺支持这项运动——一些走在前面的公司已经把这种承诺整合到自家招聘实践中。
比如——Oracle 在新加坡的科技岗位招聘中已经移除了学历要求；埃森哲采用了「聚焦技能、能力、成长潜力」的多阶段评估。在埃森哲的案例中——这一做法把「招聘耗时」降低了 75%——并把「优质人才管线」提升了 40%。
这些努力扩大了人才池——为非传统背景的人提供平等机会——也培育出更具包容、更有活力的劳动力。我们的产业伙伴也认同——并已开始认识到「以技能为本」做法的好处。
Inspire-Tech 的首席执行官 Sharon Teo 表示——拥抱「以技能为本」的招聘心态——让他们建立起更多元的团队——这种多样性带来新视角、改善了业务。
我们将继续致力于扩大这一人才池——TIP Alliance 也将探索进一步的努力——把更多个人融入科技劳动力。
我特别想点名一个我们希望支持的下一个群体——服完国民服役（NS）的男生们。当你们出 NS 后——你们之中许多人有不同路径——但我们想触达你们——给你们更多可考虑的机会与选择。如果你有意愿在科技领域走下一步——无论是继续学业，还是直接就业——我们都希望与你（以及雇主）一起走这一程。
其中一部分——是开发相关的学徒制与工读项目——以弥合技能差距——增强你们「准备好上岗、承担可获得岗位」的能力。
培育有活力的生态
TIP Alliance 成员与已加入这场广义运动的组织——展现出的强力支持——令我非常受鼓舞。
这是 TIP Alliance 联合主席、成员与所涉个人辛勤工作的见证。重要的是——它体现了新加坡这种独特的方法——把利益相关方聚到一起、对齐利益、建立信任、共同为共性挑战开发务实方案。
通过把不同利益相关方团结起来——TIP Alliance 促进了知识与最佳实践的交流——确保学校课程保持产业相关——并让毕业生为工作场所的需求做好准备。这些伙伴关系也为「网络建立、导师关系、专业发展」搭建了平台——进一步丰富了科技生态。
但展望未来——我们必须跟上新进展、扩展我们的倡议——以满足对科技人才的需求。
我们面临的最大挑战之一——是科技进步的速度——它演化得比传统教育与培训模型还快。我们需要更敏捷地——开发课程与技能培训——持续预判技能差距——并开发雇主认可的认证。我们必须协作地做这件事——确保生态能持续成长。
「寻找并培育顶级科技人才」——对新加坡保持领先至关重要。致今天代表产业的各位——我鼓励各位加入「以技能为本招聘运动」——以承诺方式表态——把招聘焦点从「只看学历」——转向「也看实务能力与技能」。
也别忘了今天在场的同学们。在科技就业市场——你的技能就是你的「货币」——我希望你们拥抱「以技能为本招聘」的转变——磨练雇主最看重的技能。
把 Splash Awards 重新命名为 Splash Forum——是为了在产业伙伴与你们之间激发对话。这里会有更多面向科技岗位（软件工程、网络安全等）以及非纯技术岗位（业务分析师实习等）的交流与职业机会。
我鼓励大家——抓住机会与人交流——理解你期望角色的要求。如果你发现某个感兴趣的领域——请主动与产业成员沟通——理解他们看重的产业相关课程与认证。
SCS 已与 Google 合作——为其学生分会成员引入「Google 职业证书」（Google Career Certificates）。在 Google 通过「Skills Ignition SG 计划」提供的 500 份「Google 职业证书」奖学金下——学生可在 Coursera 平台上获得自学机会。注册人数已从去年 700 人翻倍至今年 1,300 人。许多学生已经获益——还没注册的话——请尽快。
这些倡议旨在让你磨练兴趣、进一步发展技能、获得动手经验与专长。比如——Google 也有「Skills Ignition SG 学员计划」（Traineeship Programme）——帮助新加坡人获得「数字未来所需」的技能——并在 2025 年版中整合 AI 模块。
去年加入「数字营销」轨道的 Muhammad Syahiran Bin Abdul Jamal——把它当作跳板找到了工作。Syahiran 现已在 GroupM 担任「搜索表现执行人」（Search Performance Executive）。我很高兴听到许多这样的故事——一些拥有更传统 IT 或数字背景的人决定转向科技行业——他们获得了不错的工作、享受着良好的前景。
这给我极大鼓舞——我祝他们都好——并鼓励正在思考的你——试试看。机会很多、激动人心的发展前景也很多——但你必须自己迈出第一步。
结尾
我以感谢 TIP Alliance 的承诺收尾。这是它的第二个周年——我们希望未来还有更多年——这意味着每个人都还有更多年的辛勤工作。请给他们一阵掌声。非常感谢。
英文原文
MDDI 官网原始记录 · 抓取日期：2026-05-02
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Speech by Mr Tan Kiat How, Senior Minister of State for Digital Development and Information, At Singapore Computer Society (SCS) Splash Forum (4 October 2024)
Good morning, everyone, and a very warm welcome to the inaugural SCS Splash Forum. It is my real pleasure to be here today.
Today’s theme is “Careers and Internships”, and I think it’s a very apt theme as described by Mr Sam Liew just now. I hope that all of you here today will embrace the many opportunities for learning, collaboration, and growth that lie ahead.
Singapore Government is committed to nurturing a skilled tech workforce amidst a changing tech landscape
Within the evolving landscape of the tech industry, different roles and competencies in the workplace are emerging and evolving at a rapid pace, reshaping our understanding of work and education. We have seen this take place most recently against the backdrop of the advent of generative AI, or GenAI. From AI-driven coding tools to automated content generation, GenAI has not just created new job roles, it has also enhanced the capabilities of existing ones.
Sectors such as finance, healthcare, and retail, and many more, are actively seeking tech-savvy professionals to drive innovation in areas like digital payments, telemedicine, and e-commerce. These are exciting opportunities for tech professionals in Singapore.
We have seen the demand for tech professionals in Singapore grow over the years. The number of tech jobs grew from 155,500 in 2017 to around 208,300 in 2023, just last year. This is a compounded annual growth rate of 5% per annum.
These are good jobs with good prospects. Our Infocomm Digital Technology (IDT) university graduates took home the highest median gross salary at $5,500 in 2023. This is compared to $2,900 for Polytechnic graduates and $2,100 for ICT ITE fresh graduates. More generally, the resident median wage for tech professionals was $7,000 per month, much higher than the overall median wage for the general economy of $4,500. So, good jobs, good starting pays, and good career prospects in the tech industry. These are exciting opportunities for all of you.
In Smart Nation 2.0, which was released just a few days ago, we have said that we intend to empower our workers to adapt, succeed, and realise their aspirations in a changing economy. The Government will remain committed to developing a strong pipeline of tech talent to meet our industry needs.
IMDA’s TechSkills Accelerator (TeSA) programme, for instance, supports our workers’
transition into tech roles and ensures that our existing tech workforce remains equipped with relevant skills. It offers targeted training, job placements, and career support in ICT jobs. Through this, nearly 18,000 locals have been placed and trained in in-demand tech areas, and another 243,000 individuals have been upskilled.
And we are doing more for a specific group of graduates from ITE and polytechnics. The TeSA for ITE and Polytechnics (TIP) Alliance is an industry-led initiative driven by IMDA and supported by industry partners.
It supports the development of end-to-end pathways to strengthen Polytechnic and ITE graduates’ employment outcomes in tech, which starts from enhanced year-long internships while the students are still in school, progressing to apprenticeships and work-study upgrading after graduation.
We started this effort two years ago because we noticed that the starting pay of our polytechnics and ITE graduates were lagging behind the starting pay of university graduates, and the gap was getting wider and wider. Understandably, there is a premium attached to a university degree. But over time, we saw that while the prospects for university graduates grew, graduates from ITE and polytechnics did not have as much opportunities, and their salary gap widened.
That was the genesis of why we started the TIP Alliance. And I'm very glad that Mr. Sam Liew, as President of SCS, and Mr. Wong Wai Meng, president of the SGTech industry association, have come forward to co-lead this effort together with us. It has brought together like-minded partners from across government, school leadership, tech industry associations and leading employers of tech manpower such as NCS and ST Engineering. Together with representatives from schools and different government agencies, this alliance aims to provide students with industry-relevant skills and to help them transition from education to employment in the tech sector.
Since its inception in September 2022, the TIP Alliance has been instrumental in changing the way organisations think about hiring and developing tech professionals, by giving sufficient weight on skills rather than just looking at academic qualifications. As of 2024, leading employers in the TIP Alliance have committed 800 good tech job opportunities for ITE and Polytechnics graduates.
I would like to draw on three objectives we set out to achieve under the TIP Alliance. First, to build new and alternative pathways and opportunities around training and employment. Second, to catalyse a change in mindsets around hiring and development. And third, to foster a vibrant ecosystem around skills-based hiring.
New and alternative pathways
It is important that we engage students early in their education. Under the TIP Alliance, industry partners can collaborate with Polytechnics and ITEs to shape their curriculum, ensuring that the curriculum stays relevant with industry trends.
At the same time, by starting upstream and providing students the opportunity to take on internships, students like all of you here are exposed to how the tech industry operates and can actively apply what you study in school in a practical manner. And this is so important as it sets a very strong, good foundation from the outset.
However, securing enriching opportunities can be challenging. Students may find themselves in roles that do not fully utilise their skills. Schools may find it difficult to forge partnerships that provide value to their students, while companies struggle to find interns with industry-relevant skill sets. The TIP Alliance has been instrumental in addressing these issues.
First, the TIP Alliance has helped to facilitate longer, more thoughtfully designed internships. This ensures that students are not just seen as temporary help but become integral parts of the teams they join.
These internships are curated to balance company contribution with student learning. Mentors also help to guide students through projects, which allow students to develop skills and build up the relevant competencies necessary for their careers. It's not just about technical skills; it’s also about the softer aspects of how you work in teams, work with colleagues, address problems, and be confident of yourselves.
There has been a steady supply of such internships; over 260 companies from 13 sectors, including OCBC and Accenture, have come onboard the enhanced internship programme.
I am glad to see that students recognise the benefits of such internships, despite the need to dedicate more time to such programmes.
Participation in these year-long enhanced internships increased in 2024, and I am pleased to share that more than 900 Polytechnic and ITE Students have participated in these internships. This is double the participation from last year. In fact, more than 1,300 students have benefitted from these internships in the last two years.
I encourage for all of you, if you are about to embark on your internships, do consider the longer 12-month internships if those opportunities are available to you, I've met many interns at their workplace, and all had wonderful things to say about the internship. They learned a lot and really appreciated the opportunities.
Such enhanced internship programmes are valuable as they allow for on-the-job training, allowing students to apply their skills to real-world applications and develop soft skills for the workplace. The programme benefits organisations too, as these internships allow firms to recognise and retain talent. So, to employers that have not come aboard this programme - please do so. It is a golden opportunity for you to identify talent early.
Take for example, Ms Evelyn Foo, who spent a year at Accenture in a software engineer role. Evelyn performed well during her internship, and she is now employed full-time in Accenture as a custom software engineering associate.
Second, the TIP Alliance has also encouraged organisations to offer apprenticeships to promote continuous professional growth and development.
When properly structured, apprenticeships help to align the interests of graduates and employers, by ensuring that graduates can excel in their chosen fields. OCBC's Ignite programme, which was developed in collaboration with Singapore's five polytechnics, offers tech students a structured 18-month career pathway. This includes a 12-month internship and a six-month full-time apprenticeship after graduation. Upon successful completion of the programme, participants can leapfrog to an assistant manager position at the bank. So, a win for both the students and the organisation.
Many of them find having such experiences rewarding. Arash Nur Iman, an Information Technology student at Ngee Ann Polytechnic, who is currently taking part in OCBC Ignite, shared that it was an eye-opening experience to be able to see first-hand how things were run. In his stint, he’s had the opportunity to interact with different groups of people and improve his soft skills.
I am happy to see that our participants are enjoying the journey and making the most of the time they have invested in these programmes.
Change in mindset
By championing a skills-based approach, we hope to steer mindsets away from traditional academic qualifications and towards the competencies and abilities that candidates can contribute to an organisation.
In November last year, we launched the Skills-Based Hiring Movement together with the Employer Pledge and Handbook for Tech Roles, which provides guidance for firms to attract, assess, and develop tech talent based on competencies.
Over 200 companies have pledged their support for the movement today, and certain progressive companies have integrated their commitment into their hiring practice.
For example, Oracle has removed the education requirement in its job postings for technical roles in Singapore, and Accenture has adopted a multi-stage assessment focused on skills, competencies, and growth potential. In Accenture’s case, the move has reduced their Time-to-Hire by 75%, and increased quality talent pipelines by 40%.
Such efforts help to broaden the talent pool by providing equal opportunity to those with non-traditional backgrounds and fosters a more inclusive and dynamic workforce. Our industry partners agree and have started to recognise the benefits of adopting a skills-based approach.
CEO of Inspire-Tech, Sharon Teo, has said that embracing a skills-based hiring mindset enabled them to build a more diverse team, and that the diversity helped to generate fresh perspectives that improved their business.
We remain committed to further expanding this pool of talent, and the TIP Alliance will be exploring further efforts to help assimilate other individuals into the tech workforce.
I want to especially call the next group of individuals that we hope to support - the gentlemen here going to National Service (NS). When you come out of NS, many of you have different pathways, but we want to reach out to you and provide more opportunities and options for you to consider. If you are keen to pursue your next steps in tech, whether it is through further studies or taking on a job, we want to be there to walk the journey with you, together with employers.
Part of this would include developing relevant apprenticeship and Work-Study Programmes to bridge the skills gap and enhancing your industry readiness and capability to undertake available job roles.
Cultivating a vibrant ecosystem
I am very encouraged by the strong support of TIP Alliance members and organisations that have come onboard this broad movement.
This is a testament of the hard work by TIP Alliance co-chairs, members, and the individuals involved. Importantly, it speaks to the importance of this unique Singapore approach of bringing stakeholders together to align interests, build trust, and jointly develop pragmatic solutions to common challenges.
By uniting different stakeholders, the TIP Alliance has facilitated the exchange of knowledge and best practices, ensured that school curriculum remain industry-relevant, and that graduates are well-prepared for the demands of the workplace. These partnerships have also enabled the creation of platforms for networking, mentorship, and professional development, thus further enriching the tech ecosystem.
However, as we look to the future, we will have to keep pace with new developments and scale our initiatives to meet the demand for tech talent.
One of the biggest challenges we face is the sheer speed of tech advancement, which is evolving at a pace that outstrips traditional educational and training models. We will need a more agile approach to curriculum development and skills training, to continuously anticipate skills gaps, and develop and integrate certifications that are valued by employers. And we will need to do this in a collaborative manner, to ensure that the ecosystem can grow.
The search for and development of top tech talent is critical for Singapore to stay ahead of the curve. To the representatives here today on behalf of Industry, I would like to encourage you to join the Skills-Based Hiring movement by pledging your commitment and transitioning your hiring focus from just looking at academic qualifications to also look at practical competencies and skills.
Let’s not forget the students that are also here with us today. Your skills are your currency in the tech job market, and I hope you will embrace the shift towards skills-based hiring by honing the skills that employers value most.
The rebranding of the Splash Awards to the Splash Forum is intended to spark conversations between our industry partners and yourself. There will be more networking and career opportunities for students in technical roles such as software engineering and cybersecurity, and less tech-centric roles such as in business analyst internships.
I encourage you to take the opportunity to talk to people and understand the requirements of your desired job roles. Should you find an area that you might be interested in, please proactively engage with the industry members and understand the industry-relevant courses and certifications that they are looking for.
SCS has partnered with Google to introduce Google Career Certificates to their student chapter members. Through the 500 Google Career Certificates scholarships provided by Google under the Skills Ignition SG Programme, students have access to self-learning opportunities on the Coursera platform. The number of registrations have almost doubled, from 700 last year to 1,300 this year. Many students have benefited, so if not done so, please quickly do so.
These initiatives are meant to allow you to hone your interests, further develop your skills, and allow you to gain hands-on experience and expertise. For instance, Google also has its Skills Ignition SG Traineeship Programme to help Singaporeans acquire in-demand skills for the digital future – and the Traineeship Programme continues to evolve with the integration of AI modules into the 2025 iteration.
Some graduates, such as Muhammad Syahiran Bin Abdul Jamal who joined the Digital Marketing track last year, have seen it as a springboard to land themselves a job. Syahiran is now at GroupM as a Search Performance Executive. I am very glad to hear of many of such stories, where individuals, perhaps those with more traditional IT or digital backgrounds, deciding to pivot into the tech industry. They have secured good jobs and now enjoy very good prospects.
So, it gives me encouragement, and I wish all of them the best and encourage those of you who are thinking about it to give it a try. There are many opportunities, many exciting development prospects, but you must take the very first step yourself.
Closing
I end off by thanking the TIP alliance for your commitment. It is the second-year anniversary, and we hope to have many more years ahead of us, which means that many more years of hard work by everyone. So please give them a round of applause. Thank you so much.