As businesses navigate economic uncertainty, AI adoption and workforce transformation, SNEF has been bringing together employers through roundtables, industry engagements and networking platforms. Across these conversations, several common themes have emerged, highlighting the key issues on business leaders’ minds today.  

Skills-First Is Moving from Concept to Practice 

At a roundtable on skills-first practices that is jointly organised by SNEF and the Institute for Adult Learning (IAL) on 2 April 2026, CEOs and senior business leaders discussed how organisations can better identify, develop and deploy skills to meet evolving business needs. Employers agreed that while qualifications remain an important indicator of knowledge and competencies, they are no longer sufficient to assess job fit in a rapidly changing economy. Adopting a skills-based approach alongside credentials can broaden suitable talent pools, improve hiring outcomes and better support workforce transformation.  

Employers and business leaders exchanged perspectives on how skills-first practices can support workforce transformation and business growth.   

At the same time, employers highlighted practical challenges, particularly in assessing critical but less tangible soft skills such as adaptability, problem-solving and leadership. Many organisations, especially SMEs, also face resource and capacity constraints when redesigning jobs or reviewing hiring practices using a skills-based approach. Participants in the roundtable emphasised that skills development must ultimately be linked to business outcomes. Rather than focusing on individual competencies in isolation, organisations need a clear roadmap connecting skills development to productivity, innovation and growth, tailored to their respective needs and circumstances.  

(From left) Panellists Dr Gog Soon Joo and Ms Tan Hwee Bin share insights on skills-first practices, moderated by SNEF CEO Mr Hao Shuo and Associate Professor (Practice) Terence Ho.  

What employers told us: 

• Skills and credentials should complement one another.    

• Soft skills remain critical but are harder to assess.   

• Skills development must support tangible business outcomes.   

• Organisations, especially SMEs, face operational constraints and need practical support to implement skills-first practices. 

AI Adoption Requires more than Technology 

During a breakfast engagement hosted by the SNEF Council with representatives from 21 Trade Associations and Chambers (TACs) on 24 March 2026, employers discussed how businesses can adopt AI in a responsible way that integrates technology and workforce transformation.  

 
SNEF Vice-President Mr Kuah Boon Wee (centre) with representatives from 21 Trade Associations and Chambers, who shared ground sentiments on AI adoption, HR capabilities and global business challenges.   

Participants agreed that AI adoption is not simply about deploying new technologies. Organisations also need to build AI literacy across the enterprise so that leaders and employees can understand where AI creates value and how it can be adopted responsibly. Employers emphasised that AI training should go beyond improving individual productivity to support broader business outcomes. 

Employers also highlighted the importance of ensuring AI complements, rather than replaces, human expertise. To accelerate AI adoption, employers suggested practical measures such as simplifying access to government grants and leveraging TACs as sector partners to guide implementation and share good practices.  

What employers told us: 

• AI deployment requires both technological and workforce readiness.  

• AI should complement human expertise, not replace workers.  

• Businesses need practical guidance to implement AI responsibly and confidently. 

Employers Value Opportunities to Learn from One Another 

The Leaders Lounge brings together business leaders from across sectors to exchange ideas, perspectives and experiences. 

Beyond policy and business challenges, one consistent message emerging from our engagements is that employers value opportunities to connect with peers facing similar issues. To strengthen these connections, SNEF launched the Leaders Lounge in April 2026, providing a platform for business leaders from different sectors to exchange experiences, ideas and perspectives.  

Since its launch, participants have formed new collaborations, exchanged referrals and gained fresh insights from industries outside their own. This demonstrates that peer learning and trusted networks are becoming just as valuable as formal programmes and resources in an increasingly complex business environment.  

Beyond networking, participants gained fresh insights from leaders outside their own industries.  

More than a networking initiative, the Leaders Lounge reflects SNEF’s commitment to building an engaged employer community where leaders can learn from one another and navigate change together.  

Looking Ahead 

These engagement sessions help SNEF to gather ground sentiments and foster connections within and across industries, strengthening the collective employer voice while building a more engaged employer community. Following the sessions, SNEF also ensures that employers’ perspectives are heard and reflected in the tripartite conversations that shape national workforce policies.  

SNEF will continue to organise such engagement sessions to advance the interests of our members and the broader employer community, and to strengthen tripartism in Singapore.