MANPOWER CONSULTANCY

Empowering
Your Workforce

Empowering individuals to navigate career transitions with confidence.

The Challenge

Evolving job roles, skill gaps, and changing workforce expectations make it difficult for companies to keep their teams relevant and engaged.

At Momentum, We Transform Workforces For The Future.

How We Can Help

AVAILABLE GRANTS

Manpower Strategy & Workforce Transformation Solutions

Our Services

THIS IS SARAH.

Sarah is a HR Manager at HR.io, a mid-sized tech firm in Singapore aiming to enhance workforce capabilities and adapt to industry demands.

SARAH HAS A GOAL.

I want to reskill existing employees and attract new talents!

Optimising Workforce for Growth

JOB REDESIGN & RESKILLING

Redefining roles to improve efficiency and job satisfaction.

THIS IS HOW WE HELP.

Equipping Employees for Future Roles

TRAINING & DEVELOPMENT

Upskilling teams with essential skills for evolving business needs.

PSG-JR

Equipping Employees for Future Roles

SKILL GAP ANALYSIS

OJT blueprint. Identify gaps between current employee skills and evolving job requirements.

Assisting Workforce Investment

SALARY SUPPORT APPLICATION

Helping businesses retain talent and reduce training costs.

WSG CCP

SSG

NACE

HR.io

HR.io with improved manpower

Testimonials

Don't Just Take Our Word For It,
Let's Hear From Our Clients.

HR & Workforce Strategist

A clear roadmap for workforce transformation was exactly what we needed. With expertise in job redesign, the consultant helped us optimise roles, reskill employees, and adapt to digital shifts, keeping our workforce competitive.

Matthew Lim

People Profilers

Organisational Development Lead

Strengthening our internal capabilities was a key priority, and the tailored HR solutions provided made a significant impact. Productivity improved, processes became more efficient, and long-term strategies were put in place.

Karine Tan

Dr Who Global

Talent & Performance Manager

Aligning our performance management system with business goals was a challenge, but the consultant’s expertise in KPI development and coaching transformed our processes. Our workforce is now more results-driven and efficient.

Asther Tam

Infinite Facilities Services

Workforce Digital Transformation

Star Furniture's Video Testimonial

Kenny Koh

Star Furniture

Workforce Innovation Leader

Commune's Video Testimonial

Joshua Koh

Commune

Access Singapore’s Key Funding Programmes for Your Business Needs

More Details On Our Supporting Grants

Career Conversion Programme for New Hires (CCP)

Future-Proofing Manpower Through Reskilling

About the Programme

CCP offers structured training and wage support to reskill new hires into growth roles within your organisation.

Up to 90% salary support, up to 6 months.

Who It’s For

Companies redesigning roles or creating new manpower strategies as part of transformation.

How We Help

Eligibility Assessment: Identify roles aligned with CCP’s job conversion pathways.

Training Plan Advisory: Support in drafting out skills gaps and structure training.

Application Preparation: Draft documentation and handle the CCP submission process.

Execution Support: Monitor training milestones and support claims filing.

WSG Career Conversion Programme (CCP): New Hire Process Overview

Eligibility Criteria

1. Application Preparation (CCP Company)

Gather and submit required documents (e.g. ACRA, Employment Contract, CPF, NRIC, Training Plan, etc.)
Ensure submission within 2 weeks of Express of Interest
Notify SFIC of any changes in employment status 1 week in advance

2. Review & Eligibility Check (SFIC Institute)

Account Manager (AM) reviews documents and conducts eligibility check
Documents uploaded for Approving Officer (AO) review
AM sends registration link to candidate

3. Candidate Registration (CCP Candidate)

Candidate registers for CCP via link within 3 days
Screenshots and emails PCP ID to SFIC Institute

4. Agreement Preparation & Signing (SFIC Institute)

SFICI prepares CCP agreement
Approving Officer signs off CCP checklist
Agreement sent to all parties for signing

5. Salary Support Claim Process

SFIC Institute (“SFICI”) shall submit Career Conversion Programme (“CCP”) salary support claims to Workforce Singapore (“WSG”) on a semi-annual basis, in accordance with the following claim periods specified by WSG:

Claim Periods

Period 1: 1 December to 31 May
Period 2: 1 June to 30 November

SFICI shall ensure that all claims submitted are based on actual salary disbursements made to CCP trainees within the relevant claim period.

Note: The approval of salary support claims by WSG is estimated to take approximately three (3) to four (4) months from the date of submission by SFICI. Following WSG’s approval, salary support disbursements are expected within an additional three (3) to four (4) months. These timelines are indicative and may vary depending on WSG’s internal processing and verification procedures.

Supporting Documents Required:

Payslip
CPF Statement
OJT Blueprint With Completed Hours, Dates, Tasks and Signatories

Companies must:

Be registered or incorporated in Singapore.
Offer full-time employment or contract terms of at least one (1) year.
Commit to the CCP training arrangements for selected candidates.
Commit to On-Job-Training (OJT), starting within 30 days of CCP Agreement signing.
Provide a training plan for SFICI’s review.

Applicants must:

Be a Singapore Citizen or Permanent Resident
Be at least 21 years old
Have graduated or completed National Service at least 2 years ago
Require a career conversion. New job role trained for under the CCP should be substantially different from previous job role(s)
Be able to commit to full-time employment
Minimum Qualifying Monthly Salary for RnF is $2,300 and PMET is $3,200

Applicants must not be:

Shareholders of your company or its related entities
Immediate former staff of your company or related entities
Related to the owners of the company

Application Timeline

Please note that SFIC Institute will require around 4 weeks to review the application after all necessary information and documents are submitted. CCP Application submitted 2 Months after CCP candidate start of employment can be rejected.

Key Considerations

Workforce Singapore (WSG) assesses the following when reviewing applications:

A minimum of Two (2) Growth Skills per candidate is required, ideally in areas such as Technology, AI, or Sustainability.

You may refer to the Sectoral Whitelist PDF Document to identify eligible growth areas.

Productivity Solutions Grant – Job Redesign (PSG-JR)

Building Agile Teams with Redesigned Roles

About the Grant

This grant supports organisations in optimising their workforce structures through strategic job redesign and capability development. It assists businesses in adapting to evolving operational requirements by creating specialised roles, expanding existing positions, and equipping employees with relevant skills for modern workplace demands.

Who It’s For

Businesses undergoing operational transformation.
Organisations seeking to restructure roles to meet changing industry needs.
Departments such as Finance, HR, Operations, Marketing, and Supply Chain requiring role adjustments.
Employees needing upskilling in data management, compliance frameworks, and cross-functional collaboration.

How We Help

Performance Reporting
- Develop comprehensive reports for stakeholders.
- Align with industry standards and best practices.
- Improve transparency in organisational performance.

Operational Efficiency
- Measure and enhance business initiatives using clear benchmarks.

Regulatory Compliance
- Guide on relevant certifications and standards.
- Ensure adherence to legal and industry requirements.

Job Redesign Consultancy
- Align workforce roles with organisational objectives.
- Identify skill gaps and streamline processes for improved efficiency.

Process Overview

1. Proposal Submission

Organisations submit a formal proposal outlining their job redesign objectives, scope and expected outcomes
Includes preliminary assessment of current workforce structure
Identifies key departments/roles requiring transformation

2. Project Approval

Formal review and endorsement of the proposal
Official initiation of the Job Redesign initiative
Agreement on timelines and deliverables

3. Submit Initial Assessment

Provide pre-implementation documentation (within one month) including:
- Job Analysis Questionnaires
- Role Details Templates
- Current Organisation Charts

4. Project Execution

Implementation of role redesign based on agreed strategies
- May include:
- Creation of new positions
- Redefinition of existing roles
- Upskilling initiatives

5. Submit Final Evaluation

Delivery of post-implementation documentation including:
- Updated Job Analysis
- Revised Organisation Structure
- Measurement of outcomes against initial proposal

Workforce Skills Qualifications (WSQ)

Boosting Capabilities Through Certified Training

About the Programme

WSQ supports structured, bite-sized training aligned with national frameworks — ideal for capability building across various functions.

Who It’s For

Organisations committed to developing employees through targeted learning in leadership, operations, service, and more.

How We Help

Eligibility Assessment: Match your team’s development needs with WSQ training modules.

Course Selection: Curate a set of courses tailored to functional needs and future-readiness.

Training Coordination: Handle enrolment, subsidy claims, and outcome measurement.

Implementation Support: Ensure training translates into actual workplace capability.

National Centre of Excellence for Workplace Learning (NACE)

Driving a Learning Culture Within Your Workforce

About the Programme

We help enterprises develop and implement workplace learning (WpL) capabilities through a best-in-class structured training system

Who It’s For

This is designed for companies that want to:

Enhance work process performance: Fulfill business transformation needs by redesigning jobs and reskilling staff through a sustainable and structured workplace learning (WpL) system.

Retain workforce competency: Retain and transfer ‘know-how’ in staff competencies through upskilling and reskilling of staff utilising workplace learning tools and strategies.

How We Help

Eligibility Assessment: Assess readiness to adopt a structured On-the-Job Training (OJT) system as part of building Workplace Learning (WpL) capabilities

Build a Strong Learning Culture: Conduct "Training Needs and Skills Gap Analysis" to pinpoint employee development areas and develop a tailored "OJT Workplace Learning Blueprint" to support practical, on-the-ground skill building

Documentation & Submission: Help you apply for NACE support and align learning systems to business goals.

Follow-through Support: Track outcomes and optimise your learning systems over time.

Learning Needs & Skills Gap Analysis Flowchart

Define Business Objectives

Understand what the organisation aims to achieve.

Assess Current Workforce Capabilities

Conduct evaluations (e.g., surveys, interviews, self-assessments).

Prioritise Learning Needs

Focus on gaps that directly affect performance or growth.

Implement & Monitor Training

Roll out learning initiatives and track progress.

Learning Needs & Skills Gap Analysis Flowchart

Map Job Roles & Required Skills

Outline key competencies needed per role.

Identify Skills Gaps

Compare current vs required skills for each role.

Develop Targeted Training Plans

Align learning interventions with actual needs.

Review & Refine

Measure outcomes and continuously improve training efforts.

How Companies Can Benefit from NACE

Time Savings through Retention of Work Competencies

By implementing structured training and coaching, companies can reduce staff turnover and reprofiling, ensuring that essential skills and knowledge are retained within the organisation.

Cost Savings by Improving Work Process Performance

Through job redesign and upskilling initiatives, businesses can minimise errors and inefficiencies, leading to more streamlined operations and reduced costs.

Growth and Scaling Opportunities

NACE@TP supports business transformation efforts, enabling companies to expand into new markets and scale their operations effectively.

Access to Subsidized Training Programs

Companies can take advantage of significant subsidies—up to 90%—when enrolling their employees in NACE@TP's training programs, making workforce development more affordable.

Workplace Learning Mark

Accreditation Process

Phase 1: Foundation Setup

Phase 2: Culture & Strategy

Phase 3: Accreditation & Beyond

3 months

1. OJT Blueprint Development

Create 2 structured On-the-Job Training (OJT) blueprints.
Focus: Standardising skills transfer for key roles.
*Subsidy: Up to 90% (10% co-payment).*

2. Training Needs Analysis (TNA)

Conduct competency and skills gap mapping
Align training plans with business goals.
*Subsidy: Up to 90% (10% co-payment).*

3. Competency Consultancy

Implement workplace learning practices.
Focus: Strategy, Leadership, and Learning Environment.
*Subsidy: Up to 90% (10% co-payment).*

4. Workplace Learning Mark (Platinum)

Final assessment for highest-tier certification.
*Subsidy: Up to 90% (10% co-payment).*

5. MSEP Application

Apply for Manpower-Skills Eligibility Program (optional quota benefits).

What Is The Workplace Learning Mark (WPL:READY Mark)?

The Workplace Learning Mark (WPL:READY Mark) is an accreditation standard introduced in February 2023 to recognise companies that are building a sustainable workplace learning culture. It is part of Singapore’s National Workplace Learning (NWpL) Framework, adapted from Germany’s model, and aims to enhance competency development, productivity, and business performance.

Three Main Consultancy Projects

To support companies in achieving the WPL Mark, the National Centre of Excellence for Workplace Learning (NACE) offers three key consultancy services:

OJT Blueprint Consultancy
- Purpose: Capture competencies of top performers and standardise structured on-the-job training (OJT) for consistency.
- Timeline: 4–6 weeks (~20 contact hours).
- Subsidy: 70% (non-SMEs) / 90% (SMEs).

Training Needs & Skill Gap Analysis Consultancy
- Purpose: Identify competency gaps and create holistic training plans for employee development.
- Timeline: 12–20 weeks (~40 contact hours).
- Subsidy: 70% (non-SMEs) / 90% (SMEs).

Competency Development Consultancy
- Purpose: Implement workplace learning practices aligned with the NWpL Framework (at least 3 components).
- Timeline: 12–24 weeks (~80 contact hours).
- Subsidy: 70% (non-SMEs) / 90% (SMEs).

Career Conversion Programme (CCP) for Job Redesign and Reskilling (JRR) for Existing Employees

Future-Proofing Manpower Through Reskilling

About the Programme

CCP offers structured training and wage support to reskill existing hires into growth roles within your organisation.

Up to 90% salary support, up to 3 months.

Who It’s For

Companies redesigning roles or creating new manpower strategies as part of transformation.

How We Help

Eligibility Assessment: Identify roles aligned with CCP’s job conversion pathways.

Training Plan Advisory: Support in drafting out skills gaps and structure training.

Application Preparation: Draft documentation and handle the CCP submission process.

Execution Support: Monitor training milestones and support claims filing.

WSG Career Conversion Programme (CCP): Existing Employees Hire Process Overview

Eligibility Criteria

AM uploads PCP ID and prepares CCP Agreement
AO signs off CCP checklist and provides Agreement Reference No.
Agreement sent to both CCP Company and SFIC for signing

Claim Periods

Period 1: 1 December to 31 May
Period 2: 1 June to 30 November

SFICI shall ensure that all claims submitted are based on actual salary disbursements made to CCP trainees within the relevant claim period.

Supporting Documents Required:

Payslip
CPF Statement
OJT Blueprint With Completed Hours, Dates, Tasks and Signatories
Completed Career Development Plan

4. Agreement Preparation & Signing (SFIC Institute)

5. Salary Support Claim Process

Gather and submit required documents:
Application Form (with Employee Details & OJT Plan), ACRA, Letter of Employment, Updated CV, Job Descriptions (Before & After), CPF (15 months)
Ensure HR or Supervisor attends WSG-approved Structured Career Planning Workshop
After workshop: conduct career conversation during OJT and complete development plan for claims stage

Account Manager (AM) reviews documents and conducts BECS eligibility check
Documents uploaded to SharePoint for Approving Officer (AO) review
Approved documents are submitted to WSG for final approval (~2 weeks)

Upon WSG approval, AM sends MyCareersFuture invitation registration link to company
Company and candidate register within 3 days
PCP ID is screenshot and emailed back to SFICI AM

1. Application Preparation (CCP Company)

2. Review & Eligibility Check (SFIC Institute)

3. Company & Candidate Registration

Companies must:

Be registered or incorporated in Singapore.
Offer full-time employment or contract terms of at least one (1) year.
Commit to the CCP training arrangements for selected candidates.
Commit to On-Job-Training (OJT), starting within 30 days of CCP Agreement signing.
Provide a training plan for SFICI’s review.

Applicants must:

Be a Singapore Citizen or Permanent Resident
Be at least 21 years old
Have graduated or completed National Service at least 2 years ago
Require a career conversion
Be employed in your company for more than 12 months
Transition to a growth job role identified under the Industry Transformation Maps (ITMs) or Jobs Transformation Maps (JTMs)
Be able to commit to full-time employment
Minimum Qualifying Monthly Salary for RnF is $2,300 and PMET is $3,200

Applicants must not be:

Shareholders of your company or its related entities
Immediate former staff of your company or related entities
Related to the owners of the company

Application Timeline

Please note that SFIC Institute will require around 6 weeks to review the application after all necessary information and documents are submitted.

Key Considerations

Workforce Singapore (WSG) assesses the following when reviewing applications:

Company’s business transformation efforts, and how these have led to job redesign for existing employees.
A minimum of three (3) Growth Skills per candidate is required with at least 2 from Job Role specific, ideally in areas such as Technology, AI, or Sustainability.

You may refer to the Sectoral Whitelist PDF Document to identify eligible growth areas.

Explore Our Other Our Pillars of Expertise

We Make Global Expansion Seamless.

Expand Horizons, Unlock Global Potential

Helping businesses navigate new markets with tailored internationalisation strategies. From market entry to cultural alignment, we pave the way for global success.

Discover Internationalisation Solutions

GLOBALISATION

SUSTAINABILITY

TECHNOLOGY

DESIGN &
BRANDING

PRODUCTION
ADVISORY

Contact Us

Get in touch with Momentum Strategies.

9 Jurong Town Hall Road #03-01,

Trade Association Hub,
Singapore 609431

+65 9795 3615

Empowering Your Workforce

The Challenge

How We Can Help

Our Services

THIS IS HOW WE HELP.

Testimonials

Don't Just Take Our Word For It, Let's Hear From Our Clients.

Access Singapore’s Key Funding Programmes for Your Business Needs

More Details On Our Supporting Grants

Productivity Solutions Grant – Job Redesign (PSG-JR)

Building Agile Teams with Redesigned Roles

About the Grant

Who It’s For

How We Help

Process Overview

1. Proposal Submission

2. Project Approval

3. Submit Initial Assessment

4. Project Execution

5. Submit Final Evaluation

Explore Our Other Our Pillars of Expertise

Expand Horizons, Unlock Global Potential

GLOBALISATION

GLOBALISATION

SUSTAINABILITY

TECHNOLOGY

DESIGN & BRANDING

PRODUCTION ADVISORY

Contact Us

Get in touch with Momentum Strategies.

Empowering
Your Workforce

Don't Just Take Our Word For It,
Let's Hear From Our Clients.

DESIGN &
BRANDING

PRODUCTION
ADVISORY