In view of the energy sector’s rapid transformation, which comprises digitalisation and rising customer expectations, SP Group (SP) is working together with the Union of Power and Gas Employees (UPAGE) to prepare its employees to be ready for these changes via the formalisation of a Company Training Committee (CTC). In addition, SP has committed S$35 million over the next three years until 2022 to further develop competencies in the areas of customer service, cybersecurity, data analytics, safety and skills for a digital workplace.

In January 2018, SP in collaboration with UPAGE, launched Project FUSION which stands for “Future Skills for Everyone”. Project FUSION has benefitted about 80 per cent of SP’s staff strength in the past two years, and it is in the process of upgrading more than 200 job roles.

The CTC is a formalisation of this continued partnership. Comprising UPAGE and SP’s management representatives, the CTC is a joint effort in meeting talent resourcing needs in a sustainable manner. This will ensure SP is well prepared with human capital equipped with the right skill sets and mindset for its business growth.

UPAGE General Secretary Abdul Samad bin Abdul Wahab shared, “Some of our workers are anxious with changes coming their way, as there is the fear that technology will be taking over jobs. Through this CTC, we hope to allay this fear by explaining and showcasing how upskilling and taking on higher value jobs will lead to better wages and work prospects. As union leaders, we want to lead by example too, and be the first to attend training courses so we can encourage others to sign up.”

Mr Wong Kim Yin, Group CEO of SP Group, added, “The energy industry is transforming, with the advent of new technology. We want to help our people adapt and prepare ahead of this potentially disruptive transformation. Today, in collaboration with UPAGE, we are formalising this initiative with the CTC. Over the next three years, we are committing S$35 million to equip our employees with adaptive and technical skills, so we can meet the changing needs of customers in an increasingly digitalised world.”

One of the signature features of a CTC is the ground-up approach to identifying jobs affected by both industry and company transformation, putting in place targeted training programmes to help employees acquire relevant skills to take on new or transformed jobs.

Mohd Farhan bin Kasman, 34, is a Warehouse Assistant-turned-Condition Monitoring Technician at SP Group. He is one of 200 workers whose role was upgraded. Said Mohd Farhan, “My previous duties included the issuance of equipment and taking stock, but I picked up new skills in technology and data management, and now enjoy a greater sense of purpose at work.”

NTUC Secretary General Ng Chee Meng reiterated, “We will continue to accelerate the formation of CTCs. Our union leaders will undergo training programmes such as Digitalisation, Business Process Modelling, Performance and Rewards Management, and Training Needs Analysis, to enable the work of the CTCs. At the same time, NTUC is also building a pool of Industry Training Officers to further support the rollout of CTCs.”

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