Embracing Change: The Role of HR in an AI-Driven World

The Singapore Context

According to data from DollarsAndSense.sg, workers aged 55 and above made up 37.3% of Singapore’s workforce in 2024, compared to just 29.2% a decade ago. Meanwhile, Straits Times reports:

• Employment rate for 55–64 years hit 70.6% in 2022.

• For 65–69, it was 47.5%, showing rising participation among older employees.

  
  

Thanks to initiatives like SkillsFuture Mid-Career Top-up, adults aged 40 and above get S$4,000 in credits to upskill—making learning more accessible than ever.

Why HR Must Take Action

Seniors bring:

• Emotional intelligence and problem-solving maturity.

• Institutional memory and mentorship potential.

• Resilience through change and crisis.

  
  

Yet many are held back by:

• Tech anxiety.

• Fear of redundancy.

• Low confidence in learning new systems.

  
  

As shared by Workforce Singapore (WSG), retention and reskilling of mature employees is critical to closing workforce gaps in sectors like Medtech, logistics, and finance.

How HR Can Act: A Framework for Inclusion

1️⃣ Audit Skills, Mindsets & Learning Preferences

Before rolling out training, understand what skills are lacking and where confidence is low. Combine surveys, stay interviews, and psychometric profiling.

2️⃣ Create Gentle, Hands-On Upskilling Tracks

Partner with SkillsFutureSG to offer:

• Non-jargon, beginner-level workshops.

• Peer mentoring via “Tech Buddies”.

• Real-life AI examples like using ChatGPT for reports or Canva for presentation design.

  
  

3️⃣ Redesign Roles for Human-AI Collaboration

Involve older workers in:

• Mentorship programmes.

• Advisory boards or internal training.

• Fractional or consulting positions that draw on their experience.

  
  

For inspiration, follow Tripartite Alliance for Fair and Progressive Employment Practices - TAFEP and their progressive employment guidelines.

4️⃣ Use Government Schemes Effectively

Tap on:

• Senior Employment Credit (SEC): Wage offsets for hiring Singaporeans 60+.

• Part-Time Re-employment Grant: Up to S$125,000 for offering flexible options.

  
  

Refer to Ministry of Manpower - MOM’s resources for eligibility and support tools.

5️⃣ Promote Mental Wellness and Career Coaching

Partner with SilverCareers and HealthHub SG to offer:

• Career reinvention programmes.

• Counselling for anxiety and fear of redundancy.

• Peer-sharing circles for motivation.

  
  

6️⃣ Celebrate and Normalize Lifelong Learning

Use townhalls, intranet shout-outs, or short-form videos to showcase:

• Senior employees learning AI tools.

• Stories of career pivots after 55.

• Multi-generational collaboration wins.

  
  

The Future of Work: A Collective Responsibility

“Don’t just future-proof your business. Future-proof your people.”

As AI reshapes the what and how of work, the “who” must remain inclusive. HR leaders, this is your opportunity to shape a workplace where age is not a barrier—but a benefit.

Let’s build a future where humans lead and AI supports, not replaces.

The Importance of Continuous Learning

In today's fast-paced world, continuous learning is essential. The landscape of work is changing rapidly, and staying relevant is crucial. This is especially true for senior professionals who may feel left behind in the wake of technological advancements.

By fostering an environment that encourages ongoing education, organizations can empower their employees. This not only enhances individual skills but also strengthens the overall workforce.

Building a Culture of Inclusivity

Creating a culture that values diversity and inclusivity is vital. When employees feel valued, they are more likely to contribute positively to the organization. This is particularly important for older workers who bring a wealth of experience and knowledge.

HR leaders should focus on creating programs that highlight the strengths of all employees, regardless of age. This can lead to a more harmonious workplace where everyone feels they have a role to play.

Conclusion: A Call to Action for HR Leaders

As we navigate the complexities of an AI-driven future, HR leaders must take proactive steps. By implementing strategies that support older workers, organizations can create a more inclusive and effective workforce.

The responsibility lies with HR to ensure that all employees, especially seniors, are equipped to thrive in this new landscape. Together, we can build a future where technology enhances human potential rather than diminishes it.

Let’s embrace this challenge and work towards a brighter, more inclusive future for all.