Institute for Human Resource Professionals

11/09/2026

➡️ Meet our Featured Partner for PBP 2026: Ngee Ann Polytechnic

We are pleased to introduce our Featured Partner, Ngee Ann Polytechnic.

Transformation begins with people. As a lifelong learning and workforce transformation partner, Ngee Ann Polytechnic (NP) takes a Human-First approach to helping individuals and organisations thrive in today’s rapidly evolving world of work.

Drawing on NP’s expertise in behavioural science, human-centred design and organisational resilience, its programmes are designed to build uniquely human skills alongside AI capabilities – so that learners gain the skills, mindsets and confidence to adapt, collaborate and lead change effectively.

NP works with organisations of all sizes in to strengthen workforce readiness, redesign jobs and develop capabilities for an AI-enabled economy. Through customised training, workplace learning, consultancy and transformation initiatives, NP co-creates practical solutions that address organisation priorities and deliver meaningful workforce and business outcomes.

Meet Ngee Ann Polytechnic at People Behind People 2026 and discover how a Human-First approach can help build a more agile, resilient and future-ready workforce.

Early Bird tickets are selling fast—secure yours today at https://pbp2026.com.sg/

11/09/2026

AI is everywhere. But what actually makes sense for an SME?

Skip the hype and see how AI can be applied to everyday work.

At The SME Growth Equation, explore practical examples of how SMEs can use AI to:
✓ Reduce repetitive admin
✓ Speed up knowledge work
✓ Improve everyday workflows
✓ Coordinate multi-step tasks with Agentic AI
✓ Free employees to focus on higher-value work

Get a realistic look at what AI can do today, where it can make a difference, and what your next step could look like.

Save your complimentary seat at https://utm.guru/usm85

Understand what is changing, discover the support available, and get hands-on with practical solutions you can bring back to your business.

11/09/2026

AI is changing how legal work gets done. The bigger question is: how do we redesign work so legal practitioners can spend more time on what matters?

At TechLaw.Fest 2026, Aslam Sardar, Chief Executive of IHRP, joined Delphine Loo of the Singapore Academy of Law (SAL) and Eunice Chew of Providence Law Asia for a panel on “Redesigning Legal Work for the Future.”

One point stood out: job redesign is not about replacing people with technology. It is about looking at how work is done, identifying where technology can create productivity gains, and freeing people to focus on work that requires their judgement, expertise and human skills.

As AI adoption accelerates, simply adding technology onto existing job scopes and workflows may not necessarily make work better. The real opportunity comes when firms rethink tasks, roles and skills alongside the technology.

This thinking is at the heart of the new collaboration between IHRP, SAL and Singapore Mediation Centre, with the Skills and Workforce Development Agency and Temasek Polytechnic contributing to the broader effort.

Together, we are developing a Job Redesign Playbook for the legal sector, targeted for launch in H1 2027, to give firms practical guidance as they rethink roles, workflows and skills.

Have you started redesigning work in your firm? We would love to learn from your experience and feature real examples in the Playbook.
👉 Help shape the Job Redesign Playbook: Share your transformation story / register your interest

🤔 For more information on the support available for law firms: https://sal.org.sg/learn/law-firm-transformation-support

10/09/2026

Getting the Balance Right: Pay, Performance and Public Service

The Government’s acceptance of the independent review of political salaries offers an opportunity to look beyond the numbers and consider what the changes mean for leadership, talent and public service.

The MR4 benchmark will rise from S$1.1 million to S$1.8 million, with existing political office-holders receiving a one-off adjustment of up to 9%. This is an adjustment of the framework towards where the market has moved, rather than simply matching private-sector pay.

➡️ There is no single market rate for senior leaders. Experience, track record, responsibilities, performance and opportunity cost all matter. A wider salary range gives greater flexibility to recognise these differences, including for experienced talent considering a move from the private sector, while maintaining clear guardrails around consistency and accountability.
➡️ The 40% discount remains an important part of the equation. Political leadership is different from a commercial leadership role. Purpose, impact and the opportunity to contribute to Singapore matter. Competitive remuneration should ensure that pay does not become an unnecessary barrier, without making financial reward the main reason people step forward.
➡️ The stronger National Bonus framework also reinforces a basic leadership principle: greater responsibility should come with greater expectations and accountability. Performance should be about more than outcomes alone. It should also reflect the quality of judgement, leadership and response when circumstances change.
➡️ The proposed measure of quality of life and social progress is another welcome development. Economic growth matters, but so does how that growth translates into better lives and opportunities for people.

Ultimately, remuneration is only one part of the proposition. The bigger goal is to keep public service a meaningful and credible choice for capable people, while upholding the responsibility and sense of service that come with leadership.

Read IHRP’s perspectives for:
📰 Berita Harian: https://www.beritaharian.sg/singapura/pengamat-gaji-bukan-penentu-usah-jadi-penghalang-berkhidmat-phttps://www.beritaharian.sg/singapura/pengamat-gaji-bukan-penentu-usah-jadi-penghalang-berkhidmat-politik
📰 CNA: https://www.channelnewsasia.com/singapore/minister-salary-increase-recruitment-analysts-6369851
📰 Straits Times: https://www.straitstimes.com/singapore/politics/tighter-national-bonus-targets-would-better-capture
📰 Lian He Zao Bao: https://www.zaobao.com.sg/news/singapore/story20260909-9651580
📰 Business Times: https://www.businesstimes.com.sg/singapore/economy-policy/fertility-rates-pollution-income-inequality-what-could-quality-life-target-mean-ministers-bonuses

10/09/2026

For more than two decades, Benedict Lim built his career outside of HR; first in Marketing and Sales in the pharmaceutical industry, then followed by roles in medical gas and healthcare.

About four years ago, Benedict pivoted into HR at the Singapore International Foundation (SIF), where he is now Director, Human Resources, Administration, Data & Technology. As he stepped into leading the HR function, he quickly realised that he needed to deepen his HR knowledge to navigate increasingly complex people and workplace matters.

“I soon realised that I needed to bring myself up a level, especially in the areas of Labour Legislation.”

On the advice of his former CEO, Benedict explored professional certifications and discovered IHRP Certification. For him, it was not simply about earning another credential. It was about learning quickly, strengthening his foundations and gaining knowledge he could apply directly to his work, while balancing the demands of his role and personal life.

“I wanted to learn quickly and to bring up my knowledge of HR, while still being able to cope with my daily work and personal life.”

The certification journey helped Benedict crystallise his understanding of Singapore’s labour legislation, learn from different workplace scenarios and exchange perspectives with like-minded HR professionals.

Most importantly, he found himself better equipped to bring that knowledge back to the workplace, by identifying practices to look out for and advising colleagues where needed.

For someone who entered HR from a different career path, certification became a way to build confidence and credibility in his new profession. Benedict shares: “I believe the greatest value of being an IHRP-Certified HR Professional is credibility.”

His advice to HR professionals? Certification is not only for those new to HR. It can also be a valuable refresher for experienced practitioners looking to strengthen their understanding of legislation and navigate different workplace scenarios.

👉 Build your knowledge. Strengthen your credibility. Get IHRP-certified today.

09/09/2026

The future of work is human.

We talk a lot about how AI and technology are changing the workplace. But as the pace of change picks up, there is another question worth asking: How do we make sure people can keep up, stay well and thrive?

At our plenary keynote, Dr Phang Chiew Hun, Senior Advisor at Ngee Ann Polytechnic, will explore what it means to build workplaces that are not only ready for change, but remain deeply human.

The skills needed for the future are not only technical; they include knowing when to pause and listen. Having the confidence to start a difficult conversation. Noticing when someone may need support before a small issue becomes a bigger one.

For HR, this means thinking about how we build resilience, well-being, inclusion and readiness for change across the organisation, from peers and managers to leadership teams.

Technology may change how work gets done. But people will still determine how well organisations move forward.

Join Dr Phang at People Behind People 2026 as she shares her reflections on leadership, people and what sustainable performance really looks like in a workplace that is changing faster than ever.

👉 Secure your seat: https://pbp2026.com.sg/

09/09/2026

➡️ Meet our Gold Sponsor for PBP 2026: Oracle

We are pleased to introduce our Gold Sponsor, Oracle.

The world of work is changing fast. HCM needs to do more than manage HR processes, it needs to help people and businesses work smarter, move faster, and get more done.

Oracle Fusion Cloud HCM stands out by bringing HR, talent, workforce management, employee experience, and AI together on one connected platform. With Fusion Agentic Applications, Oracle is taking the next step: AI that can understand context, support decisions, automate work, and take action across the employee lifecycle.

That means moving: From systems of record → to systems of intelligence → to systems of action. This is the conversation executives need to be part of.

Curious to see what Oracle has in store? Drop by the Oracle booth at this year’s People Behind People (PBP) Forum to meet the team, explore what they’re bringing to the event and continue the conversation.

Early Bird passes are going fast—secure yours today at https://pbp2026.com.sg/

08/09/2026

How can SMEs do more, without adding more headcount? Especially when you're grappling with rising manpower costs, lean teams and growing workloads.

For many SMEs, the answer isn’t simply hiring more people. It’s finding smarter ways to get work done.

At The SME Growth Equation, discover how AI, automation and practical technology can help you:
✓ Reduce repetitive work
✓ Improve productivity
✓ Create more capacity within existing teams
✓ Prepare your workforce for what’s next

You’ll also learn about government support that may be available to help SMEs make the move.

Practical ideas. Real-world applications. Built for lean SME teams.

➡️ Register for complimentary access today: https://utm.guru/usm85

Understand what is changing, discover the support available, and get hands-on with practical solutions you can bring back to your business.

08/09/2026

📖 Refining the Job Redesign Playbook for Financial Institutions

As the financial services sector continues to evolve, how should institutions rethink roles and workflows to stay ahead? IHRP recently convened the second validation session for the Job Redesign Playbook for Financial Institutions at our office, continuing a collaborative effort with the Institute of Banking and Finance Singapore (IBF) and the Skills and Workforce Development Agency (SWDA).

The session brought together a focused group of HR and Business leaders and workforce transformation practitioners to pressure-test the refined draft playbook. Participants examined the latest iteration of the frameworks and recommendations, offering feedback on how to sharpen their practical value for the industry.

The discussion was marked by rich, candid dialogue, as participants drew on their own organisational experiences to stress-test the playbook's applicability to real workforce challenges. Their input will help us in identifying gaps and refining the guidance to ensure this upcoming playbook can equip financial institutions to redesign jobs and workflows effectively.

Deliberately kept small in scale, these sessions are designed to foster deeper, more targeted conversations tailored to the realities of the financial services sector.

We extend our appreciation to all participants for generously contributing their time, expertise and feedback toward strengthening this resource.

🛠️ In the meantime, our Job Redesign for HR Playbook offers practical guidance for organisations looking to begin their job redesign journey: https://myhr.sg/guest/contentdetails?id=5e46927c-cd21-4fb9-99e3-9243b833cc8b (optimised for browser viewing)

The completed Job Redesign Playbook for Financial Institutions will be unveiled to the financial services community soon — stay tuned!

07/09/2026

🤔 What should HR practitioners do when management decides not to take their advice?

It can be a difficult situation, particularly when business priorities, operational pressures and professional responsibilities pull in different directions.

At Institute for Human Resource Professionals (IHRP), we believe HR’s role is not simply to say “no” to management. It is to provide sound advice, help leaders understand the implications of their decisions, and support better people decisions.

When advice is not accepted, HR practitioners should make sure their recommendations are properly supported and documented, and escalate concerns where appropriate. Where serious concerns remain, they should also know where to seek guidance or report potential infringements.

But practitioners should not have to navigate these situations alone.

Building a stronger HR profession requires an ecosystem that supports practitioners in their day-to-day work. IHRP plays our part through our playbooks, webinars, masterclasses, learning journeys and events, as well as our professional community and access to experienced HR leaders.

We also value the broader support provided by our tripartite and professional partners; the Singapore National Employers Federation (SNEF), National Trades Union Congress (NTUC) and Singapore Human Resources Institute (SHRI), through opportunities for professional development, peer learning and guidance.

Ultimately, this is not about HR taking a position against management. It is about helping organisations make responsible decisions in balancing business needs with their responsibilities to employees, regulators and society.

💪🏻 Professional standards matter. So does having the confidence, support and professional ecosystem to uphold them.

📰 Read more: https://www.straitstimes.com/opinion/forum/forum-giving-hr-practitioners-the-confidence-to-uphold-professional-standards

➡️ For more information on reporting potential Employment Act violations: https://www.mom.gov.sg/eservices/services/report-an-employment-act-violation