MDDI 演講稿 · 2024-10-04
陳杰豪高階政務部長在新加坡電腦學會 Splash 論壇上的演講
要點
- • 新加坡科技崗位 6 年（2017–2023）從 15.55 萬增至 20.83 萬——年均複合增長 5%。IDT 大學畢業生 2023 年中位起薪 5,500 新元；居民科技中位月薪 7,000 新元（遠高於全經濟中位 4,500）。
- • TIP Alliance（IMDA + SCS + SGTech 等共同主導）旨在為理工學院與 ITE 畢業生構建端到端路徑——已承諾 800+ 優質科技崗位；2024 年超過 900 名學生參加年度增強型實習（去年的 2 倍），近兩年 1,300+ 受益。
- • OCBC「Ignite」18 個月路徑（12 個月實習 + 6 個月畢業後正式學徒制）——成功完成可直接「越級」到助理經理。
- • 去年 11 月啟動「以技能為本招聘運動」+ 僱主承諾 + 科技崗位手冊——已有 200+ 公司承諾。Oracle 已去掉新加坡科技崗位的學歷要求；Accenture 用多階段技能評估——招聘耗時降 75%、優質人才管線提升 40%。
- • 重點新群體：服完 NS 的男生——準備針對性的學徒制與工讀專案。
完整譯文（繁體中文）
MDDI 英文原文譯文 · 翻譯日期: 2026-05-03
本文已從早期版本的網站遷移過來——格式可能有不一致之處。
數碼發展及新聞部高階政務部長 Tan Kiat How 先生在「新加坡電腦學會（SCS）Splash 論壇」上的演講（2024 年 10 月 4 日）
各位早安——歡迎來到首屆 SCS Splash 論壇。我很高興今天能在這裡。
今天的主題是「職業與實習」——正如 Sam Liew 先生剛才所講——這是非常貼切的主題。我希望今天在場的所有人——都能擁抱前方眾多「學習、協作、成長」的機會。
新加坡政府致力於在變化的科技格局中培育有技能的科技勞動力
在演化的科技行業格局中——工作場所中不同角色與能力正快速湧現與演變——重塑我們對工作與教育的理解。最近——以生成式 AI（GenAI）的興起為背景——我們已經看到這種變化。從 AI 驅動的編碼工具，到自動化內容生成——GenAI 不只創造新崗位——也增強了既有崗位的能力。
金融、醫療、零售等行業——以及更多——都在積極尋找懂技術的專業人士——以推動數字支付、遠端醫療、電子商務等領域的創新。這些都是新加坡科技專業人士令人激動的機會。
多年來——新加坡對科技專業人士的需求一直在增長。科技崗位從 2017 年的 15.55 萬增至 2023 年的約 20.83 萬——年均複合增長率 5%。
這些是有良好前景的好工作。我們的「資訊通訊數字技術」（IDT）大學畢業生 2023 年中位月薪最高——5,500 新元；理工學院畢業生 2,900 新元；ICT ITE 應屆生 2,100 新元。整體而言——居民層面——科技專業人士月薪中位數 7,000 新元——遠高於全經濟中位 4,500 新元。所以——好工作、好起薪、好的職業前景——這些都是各位激動人心的機會。
幾天前釋出的《Smart Nation 2.0》——我們說——希望賦能員工——在變化的經濟中適應、成功並實現其志向。政府將繼續致力於建立一支強有力的科技人才管線——以滿足產業需求。
比如 IMDA 的「TechSkills Accelerator」（TeSA）專案——支援員工——
向科技崗位轉型——並確保既有科技勞動力具備相關技能。它提供 ICT 崗位的針對性培訓、就業對接與職業支援。通過它——近 18,000 名本地人在需求高的科技領域被對接與培訓——另有 243,000 人技能升級。
我們也在為 ITE 與理工學院的特定畢業生群體做更多。「TeSA for ITE and Polytechnics」（TIP Alliance）是 IMDA 主導、產業夥伴支援的「產業引領」倡議。
它支援構建端到端路徑——加強理工學院與 ITE 畢業生在科技領域的就業結果——從學生在校期間的「年度增強型實習」開始——延伸至畢業後的學徒制與工讀升級。
我們兩年前啟動這項努力——是因為注意到——理工與 ITE 畢業生的起薪——落後於大學畢業生——並且差距越拉越大。誠然——大學學位有溢價。但我們看到——大學畢業生的前景上揚——而 ITE 與理工學院畢業生的機會沒有同樣多——薪酬差距加大。
這就是我們啟動 TIP Alliance 的源起。我也很高興——SCS 會長 Sam Liew 先生與 SGTech 會長 Wong Wai Meng 先生站出來——與我們共同主導這項努力。它把跨政府、學校領導層、科技行業協會、以及 NCS、ST Engineering 等頭部科技人力僱主等志同道合的夥伴聚到了一起。它與學校代表、不同政府機構合作——給學生提供產業相關技能、並幫助他們從教育過渡到科技行業的就業。
自 2022 年 9 月啟動以來——TIP Alliance 在改變組織「招聘與培養科技專業人士」的思維方式上——發揮了關鍵作用——把權重更多地放在技能上、而不只是看學歷。截至 2024 年——TIP Alliance 中的領先僱主已為 ITE 與理工學院畢業生承諾 800 個優質科技崗位機會。
我想強調 TIP Alliance 三個目標。第一——圍繞培訓與就業——構建新的、替代性的路徑與機會。第二——催化圍繞「招聘與培養」的心態變化。第三——圍繞「以技能為本招聘」培育有活力的生態。
新的、替代性的路徑
在教育階段及早接觸學生很重要。在 TIP Alliance 之下——產業夥伴可以與理工學院、ITE 合作塑造課程——確保課程與產業趨勢保持相關。
同時——通過「上游介入」——給學生實習機會——像在場各位這樣的學生能接觸科技行業的運作方式——並以實務方式應用在校所學。這非常重要——一開始就打下紮實的基礎。
但要拿到富有意義的機會並不容易。學生可能會落到無法充分發揮技能的角色裡；學校可能難以建立「為學生帶來價值」的合作；公司也可能很難找到具備產業相關技能的實習生。TIP Alliance 在這些議題上發揮了關鍵作用。
首先——TIP Alliance 幫助促成「更長、設計更用心」的實習——確保學生不只是「臨時幫忙」、而是成為他們加入團隊的不可或缺的一部分。
這些實習經過精心策劃——以平衡「公司貢獻」與「學生學習」。導師也幫助學生穿過專案——讓他們發展技能、構建職業所需的相關能力。這不只是技術技能——也包括「在團隊中工作、與同事合作、解決問題、對自己有信心」等軟性方面。
這種實習的供給一直穩定——已有 13 個行業、260 多家公司加入增強型實習計劃——包括華僑銀行（OCBC）、埃森哲。
我很高興看到——儘管這種專案需要投入更多時間——學生們仍能認識到它們的好處。
2024 年——年度增強型實習的參與度上升——我很高興地分享——超過 900 名理工學院與 ITE 學生參加了這些實習——是去年的兩倍。事實上——過去兩年裡——超過 1,300 名學生從這些實習中受益。
我鼓勵所有即將進入實習階段的人——若有機會——請考慮更長（12 個月）的實習。我在工作場所見過許多實習生——他們都對實習讚不絕口——學到了很多——非常感謝這些機會。
這種增強型實習專案很有價值——它們允許在崗培訓——讓學生把技能應用到真實場景、並發展工作場所的軟性技能。這種專案對組織也有好處——讓公司能識別並留住人才。所以——還沒加入這一專案的僱主——請加入。這是「及早識別人才」的黃金機會。
比如說——Evelyn Foo 女士——她在埃森哲做軟體工程師角色實習了一年。Evelyn 在實習期間表現出色——如今她已成為埃森哲的「定製軟體工程助理」（custom software engineering associate）正式員工。
其次——TIP Alliance 也鼓勵組織提供「學徒制」——以促進持續的專業成長與發展。
在「精心結構化」的前提下——學徒制有助於把畢業生與僱主的利益對齊——確保畢業生能在所選領域發揮所長。OCBC 的「Ignite」專案——是與新加坡 5 所理工學院共同開發的——為科技學生提供 18 個月的結構化職業路徑——包括 12 個月的實習與畢業後 6 個月的全職學徒。成功完成專案後——參與者可以「越級」到銀行的「助理經理」職位。學生與組織——雙贏。
許多人覺得這種經歷很有回報。義安理工學院的資訊科技學生 Arash Nur Iman——目前正在 OCBC Ignite 中——分享說——「能第一手看到事情如何運作」是開眼界的體驗。在他這段經歷裡——他有機會與不同群體的人互動、並改善軟性技能。
我很高興看到——參與者享受這段旅程、把投入的時間用足。
心態的改變
通過倡導「以技能為本」的方法——我們希望——把心態從「傳統學歷」轉向「候選人能為組織貢獻的能力與本事」。
去年 11 月——我們啟動了「以技能為本招聘運動」（Skills-Based Hiring Movement）——以及面向科技崗位的「僱主承諾」與《手冊》——為公司提供「按能力吸引、評估、發展科技人才」的指引。
今天已有超過 200 家公司承諾支援這項運動——一些走在前面的公司已經把這種承諾整合到自家招聘實踐中。
比如——Oracle 在新加坡的科技崗位招聘中已經移除了學歷要求；埃森哲採用了「聚焦技能、能力、成長潛力」的多階段評估。在埃森哲的案例中——這一做法把「招聘耗時」降低了 75%——並把「優質人才管線」提升了 40%。
這些努力擴大了人才池——為非傳統背景的人提供平等機會——也培育出更具包容、更有活力的勞動力。我們的產業夥伴也認同——並已開始認識到「以技能為本」做法的好處。
Inspire-Tech 的執行長 Sharon Teo 表示——擁抱「以技能為本」的招聘心態——讓他們建立起更多元的團隊——這種多樣性帶來新視角、改善了業務。
我們將繼續致力於擴大這一人才池——TIP Alliance 也將探索進一步的努力——把更多個人融入科技勞動力。
我特別想點名一個我們希望支援的下一個群體——服完國民服役（NS）的男生們。當你們出 NS 後——你們之中許多人有不同路徑——但我們想觸達你們——給你們更多可考慮的機會與選擇。如果你有意願在科技領域走下一步——無論是繼續學業，還是直接就業——我們都希望與你（以及僱主）一起走這一程。
其中一部分——是開發相關的學徒制與工讀專案——以彌合技能差距——增強你們「準備好上崗、承擔可獲得崗位」的能力。
培育有活力的生態
TIP Alliance 成員與已加入這場廣義運動的組織——展現出的強力支援——令我非常受鼓舞。
這是 TIP Alliance 聯合主席、成員與所涉個人辛勤工作的見證。重要的是——它體現了新加坡這種獨特的方法——把利益相關方聚到一起、對齊利益、建立信任、共同為共性挑戰開發務實方案。
通過把不同利益相關方團結起來——TIP Alliance 促進了知識與最佳實踐的交流——確保學校課程保持產業相關——並讓畢業生為工作場所的需求做好準備。這些夥伴關係也為「網路建立、導師關係、專業發展」搭建了平臺——進一步豐富了科技生態。
但展望未來——我們必須跟上新進展、擴充套件我們的倡議——以滿足對科技人才的需求。
我們面臨的最大挑戰之一——是科技進步的速度——它演化得比傳統教育與培訓模型還快。我們需要更敏捷地——開發課程與技能培訓——持續預判技能差距——並開發僱主認可的認證。我們必須協作地做這件事——確保生態能持續成長。
「尋找並培育頂級科技人才」——對新加坡保持領先至關重要。致今天代表產業的各位——我鼓勵各位加入「以技能為本招聘運動」——以承諾方式表態——把招聘焦點從「只看學歷」——轉向「也看實務能力與技能」。
也別忘了今天在場的同學們。在科技就業市場——你的技能就是你的「貨幣」——我希望你們擁抱「以技能為本招聘」的轉變——磨練僱主最看重的技能。
把 Splash Awards 重新命名為 Splash Forum——是為了在產業夥伴與你們之間激發對話。這裡會有更多面向科技崗位（軟體工程、網路安全等）以及非純技術崗位（業務分析師實習等）的交流與職業機會。
我鼓勵大家——抓住機會與人交流——理解你期望角色的要求。如果你發現某個感興趣的領域——請主動與產業成員溝通——理解他們看重的產業相關課程與認證。
SCS 已與 Google 合作——為其學生分會成員引入「Google 職業證書」（Google Career Certificates）。在 Google 通過「Skills Ignition SG 計劃」提供的 500 份「Google 職業證書」獎學金下——學生可在 Coursera 平臺上獲得自學機會。註冊人數已從去年 700 人翻倍至今年 1,300 人。許多學生已經獲益——還沒註冊的話——請儘快。
這些倡議旨在讓你磨練興趣、進一步發展技能、獲得動手經驗與專長。比如——Google 也有「Skills Ignition SG 學員計劃」（Traineeship Programme）——幫助新加坡人獲得「數字未來所需」的技能——並在 2025 年版中整合 AI 模組。
去年加入「數字營銷」軌道的 Muhammad Syahiran Bin Abdul Jamal——把它當作跳板找到了工作。Syahiran 現已在 GroupM 擔任「搜尋表現執行人」（Search Performance Executive）。我很高興聽到許多這樣的故事——一些擁有更傳統 IT 或數字背景的人決定轉向科技行業——他們獲得了不錯的工作、享受著良好的前景。
這給我極大鼓舞——我祝他們都好——並鼓勵正在思考的你——試試看。機會很多、激動人心的發展前景也很多——但你必須自己邁出第一步。
結尾
我以感謝 TIP Alliance 的承諾收尾。這是它的第二個週年——我們希望未來還有更多年——這意味著每個人都還有更多年的辛勤工作。請給他們一陣掌聲。非常感謝。
英文原文
MDDI 官網原始記錄 · 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.