新加坡技术人才报告2024_79页_4mb

报告摘要

Singapore Technology Talent Report 2024 Summary

Core Content

The Singapore Technology Talent Report 2024 provides an in-depth analysis of the evolving talent landscape in the Financial Services (FS) industry, particularly in the context of rapid technological advancements like Generative AI (GenAI), economic shifts, and changing employee expectations. The report highlights the need for Financial Institutions (FIs) to futureproof their workforce by aligning talent strategies with emerging trends and challenges.

Main Trends and Key Insights

1. Shifts in the Talent Landscape

Market Optimism: 57% of FIs expect sector growth to accelerate in the next 1-2 years, while 68% of FinTechs are more optimistic about revenue growth.
Workforce Normalisation: The FS workforce has stabilised to near 2022 levels, with a 5% increase in Q2 2024 compared to Q1. However, FinTechs have seen a 5% decline in workforce size.
Attrition Rates: 57% of FIs report attrition rates below 10% in 2024, an improvement from 45% in 2023. This may be influenced by "quiet quitting" or limited alternatives in the job market.
Outsourcing and Offshoring: 8% of FIs are not planning to outsource, while others are using flexible workforce models to manage costs and scale operations.

2. Impacts of GenAI on Jobs and Skills

GenAI Adoption: 89% of FIs are exploring or have implemented GenAI in 2024, with 65% already using it in operations. This represents a 27% increase from 2023.
Role Disruption: GenAI is expected to significantly impact roles such as Test Engineers (41%), Data Analysts (38%), IT Support Associates (32%), Database Admins (30%), and Software Developers (27%).
Emerging Talent Profile: A new role of "Techno-Functional Collaborator" is emerging, requiring a blend of technical expertise, business acumen, and interpersonal skills. This reflects the shift from purely technical roles to more hybrid and collaborative ones.
Skill Gaps: There is a growing need for skills like AI literacy, creativity, critical thinking, and risk management. These are becoming more important than traditional technical skills due to automation.

3. Mismatch in Talent Priorities

Employee Needs vs. HR Initiatives: Employees prioritize rewards and opportunities, but FIs are focusing on cost reduction and compliance. This misalignment highlights the need for a more holistic and tailored approach to employee value proposition (EVP).
Generational Differences: Younger workers value career growth and innovation, while older generations may be more concerned with stability and work-life balance.

4. Regulatory and Social Disruptors

Regulatory Changes: The FWA guidelines promote work-life balance but introduce compliance challenges. The FIMA Bill increases MAS oversight, requiring stronger risk management practices.
Social Trends: Generational differences in career expectations are widening, with younger workers more encouraged by employers to pursue growth opportunities.

Key Recommendations

Supercharge a New Employee Experience
- Use real-time data to track employee sentiment and make data-driven decisions.
- Focus on "Signature Moments" in the employee journey, such as onboarding, health and well-being, and career growth.
- Holistically rethink rewards to address the diverse needs of employees.
Unlock Your Skills Passport
- Establish a skills taxonomy to identify and bridge skill gaps.
- Develop a skills passport for employees to take ownership of their career development.
- Upskill beyond technical skills by enhancing AI literacy, creativity, and critical thinking.
Make Risk Everyone's Business
- Build enterprise-wide risk literacy to address AI-related threats like algorithm bias.
- Enhance risk and compliance teams' capabilities.
- Foster a strong risk culture led by leaders to ensure accountability and collaboration in risk management.
Fuel the Talent Ecosystem
- Collaborate with educational institutions and government initiatives to grow future-ready skills.
- Leverage schemes like IBF's Future Skills Accelerator.
- Participate in open talent marketplaces and industry exchange programmes to expand talent pools.

Conclusion

The report underscores the importance of aligning talent strategies with the evolving landscape driven by GenAI, regulatory changes, and generational expectations. FIs must focus on creating a resilient, adaptable, and inclusive workforce to sustain growth and innovation in Singapore's Financial Services industry.