#59🧬 The DNA of Companies Getting Ahead: Embedding Career Health in a Shifting Talent Landscape 🧬 领先企业的基因密码：在动荡的人才环境中嵌入“职业健康”
中文版在英文刊文下方。
An insightful event by AON x Singapore National Employer Federation (SNEF), moderated by Rahul Chawla
In today’s volatile economic and workforce landscape, career health is emerging as a core business imperative. At the AON x SNEF session, leaders across industries gathered to unpack how forward-looking companies are tackling talent frictions, technological disruptions, and the demand for workforce agility through data, design, and dialogue.
💡 Key Takeaways from the Session
🔹 Ankur Saxena, AON
Career Health isn’t just HR jargon—it’s about protecting people’s well-being, careers, and families in turbulent times. By drawing from case studies at Micron, Alliance 21, and Keystone Cable, Ankur shared how structured training, skills analytics, and soft skills development can improve retention and prepare organisations for future transformation.
Four Key Lessons from the DNA of Winning Companies
- Career Health as a core business system
- Moving from BAU to Career Health Focused
- Creating win-win impact for employer & employee
- Skills-based practices are the catalyst
🔹 Nadia Kiely, Impress AI
AI is changing the hiring game—2,843 job applications in under 3 hours by bots. But AI-generated resumes are starting to look alike, making it harder to identify the right talent.
Key questions we need to ask:
- How confident are we in our talent hiring processes?
- Are we screening for transferable skills like resilience, creativity, and analytical thinking?
- What’s the biggest challenge in hiring? Most say: “Hiring the right candidate.”
➡️ The insight: There’s no perfect tool because jobs evolve faster than platforms. The goal? Find the best talent fast—they won’t stay available for long.
🔹 Jenny Siew, IHRP-SP, Singapore Pools
Jenny shared how job redesign helped HR move from manual tasks to digital transformation. By redesigning jobs, Singapore Pools improved productivity and repurposed staff for high-value roles, including coaching aunties from lottery booths to support seniors using mobile apps.
“Job redesign aligns roles with evolving skills, interests, and business needs.”
Solutioning tips:
- Automate admin with productivity tools
- Prioritise and digitalise repetitive tasks
- Collaborate across stakeholders
- Upskill with relevant skillsets
🔵 Panel Discussion Highlights
🔹 Simon Bernie 西蒙, Purview
“I wasn’t trained to be a consultant— I just started trying.” From working right out of high school to completing his MBA and learning via LinkedIn Learning, Simon emphasized merging soft skills with hard skills. Toastmasters helped him earn a promotion—showing the power of communication and personal development.
🔹 Sarmista Mondol, IBM
“It’s not just about certifications. Learning must be relevant, applied, and continuous.”
🔹 Carol Chuah 莊雅钧, LinkedIn
“Skills > Job Titles.” “AI and communication top the demand list.” Carol emphasized that learning and growth go hand-in-hand, and today’s most in-demand skills are soft skills paired with AI literacy.
🔚 Final Thoughts
This session was a reminder that career health is a shared responsibility. It isn’t only about upskilling workers, but also redesigning systems, restructuring workflows, and reimagining possibilities.
The path forward is not one-size-fits-all. But by leveraging insights, enablement, and pathways, organisations can thrive—and so can their people.
💬 What is the biggest talent friction you are facing today? ➡️ Is it “Losing top talent”? ➡️ Is it “Adapting to new processes”?
Let’s talk about how career health can be your differentiator.
#CareerHealth #FutureOfWork #AON #SNEF #TalentDevelopment #JobRedesign #AIinHR #WorkforceTransformation #LeadershipDevelopment #LearningAndGrowth
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This article is also published on Linkedin.
🧬 领先企业的基因密码：在动荡的人才环境中嵌入“职业健康”
这是由 AON 和 SNEF 联合举办的一场极具洞察力的活动，由 Rahul Chawla 精彩主持。与会者共同探讨了组织如何通过数据、设计和对话，把“职业健康”设为核心业务能力，从而构建具备韧性的团队，应对日益严峻的人才挑战、科技冲击与经济不确定性。
💡 会议核心亮点
🔹 Ankur Saxena, AON
职业健康不只是 HR 的术语，它代表着一种保护员工福祉、保障家庭、并在动荡时代中保持组织稳定性的战略。
他引用了 Micron、Alliance 21 与 Keystone Cable 的真实案例，强调了以下几项关键做法：
- 运用技能分析提前发现人才缺口
- 推动结构化培训
- 注重软技能的发展与保留人才之间的联系
领先企业的四大成功要素：
- 把职业健康设为核心系统
- 从“日常业务处理（BAU）”转向“以职业健康为导向”
- 雇主与员工实现双赢
- 技能导向实践是启动职业健康的关键起点
🔹 Nadia Kiely, Impress AI
AI 正在重塑招聘生态。现今，一个人能在不到 3 小时内，借助 AI 向 2843 个岗位提交求职申请。
然而，当大量 AI 自动生成的简历开始看起来大同小异时，企业该如何准确识别真正的人才？
我们需要思考几个问题：
- 你对自己的招聘流程有多大信心？
- 企业在多大程度上使用科技进行人才筛选与评估？
- 当前招聘中最大的挑战是什么？（多数人回答：“找对人。”）
在人才短缺问题日益严重的背景下，可转移技能（如复原力、创造力、分析能力） 变得至关重要。
她也提醒我们：没有任何一款工具可以解决所有问题，因为职位本身正在快速演变。
✅ 建议：构建端到端的“Agentic”人才评估流程，并在最短时间内识别并锁定最合适的人选，因为优秀人才在市场上不会久留。
🔹 Jenny Siew, Singapore Pools
Jenny 分享了新加坡博彩公司如何通过 职位再设计（Job Redesign） 来推动 HR 数字化进程。 她指出传统的 HR 岗位往往被重复性的行政任务所束缚，限制了员工从事更高价值工作的能力。
解决方案包括：
- 利用办公工具自动化日常事务
- 明确需要改造的任务流程
- 拆解工作步骤，识别可数字化的环节
- 加强跨部门协作与沟通
- 提升员工在数码化背景下的相关技能
她特别提到一个感人的例子：
新加坡博彩公司帮助原先管理投注站的年长员工，转型去教年长顾客如何使用手机应用购买彩票。一旦顾客熟练后，这些员工就能被重新部署至其他工作岗位，实现职业转型。
🗣️ 小组讨论亮点
🔹 Simon Bernie, Purview
“我不是一开始就受训成为顾问的，是通过不断尝试和学习才走到今天。”
Simon 分享了他从高中毕业就进入职场，后来通过进修 MBA 与 LinkedIn Learning 实现自我提升的经历。他强调：
- 软技能 + 硬技能 的结合是成功关键
- Toastmasters（国际演讲组织）帮助他提升了公开演讲能力，并因此获得晋升
🔹 Sarmista Mondol, IBM
“确保学习内容真正贴合员工的需求与岗位要求，而不仅仅是完成培训。”
她提出：企业必须让学习 落地、实用、可持续。
🔹 Carol Chuah, LinkedIn
“现在比职位更重要的是技能。”
她强调：
- 职业成长离不开持续学习
- AI 是当今最抢手的技术技能之一
- 其他最受欢迎的技能多为软技能，例如沟通能力
🔚 总结感言
“职业健康”不是 HR 的专属话题，它是 企业与员工之间的共同责任。
真正的领先企业，能在保持业务增长的同时，持续为员工提供：
- 职业洞察（Insights）
- 技能赋能（Enablement）
- 成长路径（Pathways）
你所在的组织是否也在应对以下挑战？
- “人才流失”？
- “员工难以适应新流程”？
- “招聘不精准”？
那么，是时候深入思考如何通过“职业健康”重塑企业竞争力了。
#职业健康 #未来职场 #AON #SNEF #人才发展 #技能为本 #岗位再设计 #AI招聘 #学习成长 #软技能 #职场韧性
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