Bi-annual custom publication by atelier oost

issue 3 - 2012

Your Next Move Strategising your career change

INSIGHT

Craft a winning CV

INSPIRATION

A journey to an awardwinning career

BEATS

An in-depth look at the Maritime industry

Career Transition is relevant to mid-careerists, as well as their potential employers. It is especially targeted at Singapore Armed Forces (SAF) personnel transiting from their full military career. Broadly, the content aims to enhance awareness on: • Up-to-date industry trends, career options, and career transition initiatives. • The skills and competencies of the SAF personnel. This magazine is circulated to SAF personnel who are either in transition or have recently transited, prospective employers, and industry partners.

issue 3 - 2012

Identifying future trends and employer strategies.

Revelations on the marketability and adaptability of transiting servicemen.

The Army Farewell Dinner 2012 was held in appreciation for its recently transited servicemen.

Your guide to the workshops/ seminars available to help facilitate your transition.

beats

Find out what makes an effective CV and what social entrepreneurship is all about.

Keeping you abreast of career opportunities in the maritime and financial industries, as well as in the social services and healthcare sectors.

A look at successful second careers that inspire.

Transiting servicemen share their own experiences.

Highlights from recent CT events.

OUTLOOK

cover story

INSIGHT

special feature

INSPIRATION

Ministry of Defence Career Transition Resource Centre

Publishing Agent atelier oost llp

Advisory Committee

James Kwek, June Quek

Editor

Caroline Chan

Managing Editor

Lee Ju-Lyn

Art Director

Adelien Vandeweghe

Proofreaders

Pwa Minmin, Sheryl Lim

Writer

Thava Rani

Writers/Contributors

Anita Anthony, Eric Koh, Glenn Choo (Army News), Jacob Sim, Jamie Ng, Linda Teo, Maritime and Port Authority of Singapore (MPA), Michael Lee, Samantha Wong, Samuel Tai, Singapore Maritime Foundation (SMF)

Graphics

Adelien Vandeweghe

Photographers

Sharile Tan, Tan Gau Shyang, Vincent Cheng, Vishnu Prem (Army News)

Stockphotos Thinkstock Printer

Olympia Printing Pte Ltd

profile

calendar

past events

For contributions, comments, or story ideas, please email Ju-Lyn at Lee_Ju_Lyn@starnet.gov.sg.

CTRC

Career Transition is published for Ministry of Defence (MINDEF), Career Transition Resource Centre (CTRC) by atelier oost llp and printed by Olympia Printing Pte Ltd. All rights reserved. No portion of this publication may be reproduced without the written permission of the publisher. We take every care and precaution to ensure that information published in Career Transition is accurate at the time of publication, but MINDEF CTRC cannot guarantee its accuracy and we may change the information at any time without prior notice. The articles featured in this publication do not imply MINDEF’s endorsement of the views, information, or products/services provided. We are unable to provide warranty regarding reliability, quality or effectiveness of any products/services provided by the featured contributors.

outlook

Navigating the Human Age ManpowerGroup identifies future trends and employer strategies in a fast-changing world. text: Linda Teo The world of work is changing rapidly, impacting both companies and individuals. Earlier this year, the ManpowerGroup published How to Navigate the Human Age, an annual analysis of the macroeconomic forces behind the evolution of the world of work. This analysis was affirmed at the 2012 World Economic Forum Annual Meeting in Davos, Switzerland. In a series of research papers, based partly on interviews with leading human resources experts, ManpowerGroup prescribes a one-sizefits-one model to employee recruitment and development. It defines how to find the best talent and implement the right work models and people practices to win in a new era of incessant change.

New Work Models Employers will maintain an advantage by leveraging on a range of flexible work models to tap on its talent. This could be by incorporating full- and part-time workers, and remote or virtual talent with in-demand skills. A varied structure of permanent, contract, and virtual employees will help control costs and tap into a greater range of skills. Some proposed new work models are as follows: • Adopting a more “glocal” perspective where

02 02

of local workforces by launching new nationwide training programmes. • Employment of swarm and virtual work

structures to spur innovation allowing firms to incorporate talent that would not normally have appeared on their radars.

a new organisation around horizontal management

Silos Silos are needed for process performance 3 marketplaces - 3 boundaries Talent marketplace Knowledge marketplace

• Craft more comprehensive workforce

management strategies. Managing a comprehensive workforce will require a multifaceted forwardthinking approach that considers the changes in talent-sourcing, flexible work arrangements, social media, and other factors.

companies will have to be more locally conscious even as they ensure that widely dispersed offices are adhering to the same overriding philosophy, processes, and standards.

• Leverage a workforce solutions company to

• To carry out partnerships with non-governmental

• Assess skills more precisely and comprehensively.

agencies, non-profits, educators, and businesses to build training programmes to diversify the skills

Assessments of skills required should cover communication and other softer skills, along

differentiate your company in the face of talent shortage. Working with staffing companies may help companies address their needs quickly.

development. In the past, employees participated in training as directed by their managers, sometimes in collaboration with HR. Development programmes must now stem from on-going dialogues between workers and companies.

Talent Sources Transversality for innovation and flexibility

where managers can share talent freely across functions and divisions, raising the bar on collaboration.

Contemporary people practices and philosophies must be refined in terms of how companies hire, reward, engage, and develop talent. Organisations have to keep up in their proactive take to ensure they are not left behind.

• Balance push-pull methods of management and

Networks marketplace

• To have a structurally horizontal work model

People Practices

with specific expertise. Companies that pinpoint weaknesses faster than their competitors can take quicker measures to fix these shortcomings.

push and pull approaches in training Training demanded by individuals

Training that is employability and development related

Training that serves both the companies and the individual

Training that is corporate-specific requirement-related

Employers can improve their workforce pipeline by looking at different sources of talent and reskilling talent within their reach by some of the followings strategies: • Tap overlooked and underused talent pools.

Germany has made inroads in this direction through a well-established internship system to employ young people who can learn quickly, although they often do not possess the experience or skills that companies need. ManpowerGroup’s Teachable Fit model also illustrates how employers can identify existing employees and accessible candidates with a mind-set for learning and develop them with the right skills. • Collaborate with educational institutions and

government. Improved collaboration between schools and businesses will narrow the skills gap and improve the understanding of proper workforce comportment. • Develop a broad understanding of social media

Training expectations by companies

source: ManpowerGroup

functions. Many companies have improved their use of social media to enhance their employer brands, which attracts qualified candidates. Companies also use social media to find out more about job candidates faster.

Linda Teo is the Country Manager for Manpower Singapore. To read more about our research insights, please go to www.manpower.com.sg to download your complimentary copy.

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insight

Your CV is, therefore, a tool for you to secure an interview – not get a job. Though the CV screening and interviews are components in the whole recruitment process, they are two distinct steps with different goals.

Marketing Strategy not Mere Summary

ABOut Jacob Sim, Founder & Chief Consultant

The smart candidate markets his or her differentiating factors convincingly and precisely. Typically, CVs are dull listings of an employee’s job description from one company or role to the next. For the CV screener who is short-listing candidates for interviews, it is like browsing through hundreds of Classified Ads or reading the Yellow Pages. After a while, everything looks the same – ho-hum, humdrum, run-of-the-mill… you get the picture.

Crafting CVs that Connect Helpful tips to a well-crafted and effective resume. text: Jacob Sim In today’s volatile business climate, employers place a premium on strategic hires – employees who can potentially make a difference. Companies are willing to invest in recruiting you if your talents stand out from the pack, and this must happen right at the initial CV-screening stage. In my corporate career, I have interacted with many competent and experienced executives who desired bigger roles and responsibilities, but they could not quite draft an effective enough CV to position themselves for the move. Here are some tips to help spruce up your CV.

Target Defines Tool While in the Executive Search industry and in my former Regional HR Director role, I had my fair share of perusing unusual CVs. For example, I once 04

received a job application in the form of a thick vinyl-bound book that contained page after page of textbook flow charts and tables, together with school and sports certificates. There are remote occasions where such an approach may have worked, but the position then was for an experienced training manager with a hands-on approach. This raises the question as to why the applicant would go to such lengths. Job seekers who do this may well be trying too hard to get a job and thus forget that CVs are only an important first step in the recruitment process. The screening of CVs is to shortlist candidates for an interview. The interview is, in turn, an opportunity for the applicant to impress a potential employer so he would be invited back for one or two more meetings that would hopefully lead to a job offer.

But there are those that make the screener pause and peruse, because they contain colour, punchy phrases, and lively lines that make him or her slow down to read.

“

Your CV is, therefore, a tool for you to secure an interview – not get a job.”

of KLEROS, covers these and many other job-seeking principles in the Senior Executive Program (Employed) that is designed for SAF Officers who are planning their career transition. For more details on the programme, please call Anita Anthony at 6373 1198 or email to anitaa@stee.stengg.com, or call Lok Tai Ling at 6373 1205 or email to loktl@stee.stengg.com.

itemised the applicant’s relevant management experience in the F&B industry, it also showed the applicant’s creativity in its presentation. The applicant had obviously invested time to analyse the position and employer, and went on to conceptualise an appropriate presentation to connect with the decision maker.

That is what a winning CV should be like and what yours needs to be – a strategic and targeted piece of marketing material, rather than a mass Ad that gets ignored.

Once you know what issues the hiring company wants solved, you can start to relate your career experiences in a way that shows you understand, and are the solution to the problems. While the technology to present CVs in a multitude of ways is readily available to all, a snazzy presentation is secondary to relevance as being key to connecting effectively.

Analyse then Contextualise

Your Next Career Move

An example of a CV that impressed and connected with me came in the form of a handcrafted restaurant menu. The vacancy required a creative and resourceful person who understands the food and beverage (F&B) business. The CV not only

In your efforts to secure career opportunities, a CV is the most basic of building blocks. Defining correctly, strategising wisely, and contextualising relevantly will help you gain that added advantage when planning your next move. 05

insight

The New Entrepreneurship Social entrepreneurship has become a global phenomenon but what is it all about? text: Samuel Tai

In other words, it is a business framework whose primary objective is to generate business income as a means to drive its social mission to create social value and change.

employee, customer, volunteer, or advocate of a social enterprise. You can contribute to society significantly just by being a part of a social enterprise movement.

Hence, a social entrepreneur has to meet two bottom-lines: economic value and social value.

No Business like Social Business There are currently many organisations, with their myriad forms and structures, operating within the social sector. These include commercial and social enterprises, and charitable organisations. Social enterprises add value to society economically and socially in various ways. Revenue generated from its business activities can be used to support its identified social mission, e.g. a shop or a café run by the trading arm of a charity. Another model is one where its social mission is achieved through its operations, e.g. by providing training and employment for disadvantaged people. Social enterprises are in business because they have a social mission, and they can create social impact because they have business profits. According to a survey commissioned by the Social Enterprise Association, there is a general lack of awareness concerning social entrepreneurship and social enterprises in Singapore. As someone who is actively involved in the social entrepreneurship arena, I will attempt to clarify these and share some thoughts on why I believe a career in it is meaningful.

What is Social Entrepreneurship? The distinction between social and regular entrepreneurship is that while the latter’s primary goal is to pursue profit-earning opportunities and growth, the former also aims to meet social objectives or create social value. Social value refers to the value of the social and 06

environmental impact that has been created by social programmes, organisations, and interventions. This value includes the well-being of individuals, communities, social capital, and the environment.

What is a Social Enterprise? A social enterprise is the vehicle of a social entrepreneur – a person who engages in social entrepreneurship activities. There are many definitions of a social enterprise today, hence its diverse forms and implementations. My working definition of a social enterprise is: A strategic, innovative, and sustainable business infrastructure whose purpose is to create social value, reform society, and transform the world for the common good.

Many profit-driven businesses may argue that they fulfil a social purpose as well; their products and services actually do meet social needs. It is somewhat true that all businesses have a social purpose – pharmaceutical companies selling drugs to cure sicknesses, gymnasiums keep people healthy and shapely, and so on. But the differentiator between a social enterprise and profit-driven enterprise is in its spirit and nature, that is, the spirit and nature of a social enterprise are centred on the fundamentals and practices of the common good, whereas those of a for-profit enterprise are centred on the profit incentives of shareholders. Social enterprises are always seeking passionate individuals or organisations to be part of their organisations, stakeholders, or wider communities. A social champion may be the entrepreneur,

Just Imagine… Imagine an enterprise whose purpose is to meet real human, social, organisational, community, and environmental needs. Imagine an enterprise with a goal to return value to the people and society rather than maximising returns to shareholders. Imagine an enterprise whose mission is to transform the society into a better place, where people, social systems, institutions, and environments have the organic regenerative capacity to perpetuate common good.

About Samuel Tai is the Founder, Chief Executive and Principal Consultant of Ekklesia Renaissant Consulting.Com, a social enterprise group in Singapore with a mission to empower human lives and create social value for sustaining socio-economic transformation. He is also the Managing Director of the LifeSciences group of companies in Singapore and the Executive Director of Soma Medical Sdn Bhd in Malaysia. Samuel is the author of Renaissance NOW! A Thought Leadership on Championing Socio-economic Change.

cover story

Your Next Move A recent survey conducted by the Career Transition Resource Centre (CTRC) dispels concerns of the marketability and adaptability of transiting Singapore Armed Forces (SAF) servicemen. text: Thava Rani, graphics: atelier oost The findings of a recent career transition study, commissioned by the Ministry of Defence (MINDEF), augur well for SAF personnel completing their full-military career. Comprising surveys and focus group discussions of almost 200 servicemen who left the SAF between 2008 and 2009 and more than 400 prospective employers,

“

Contrary to popular belief that former military personnel only joined the public sector, almost equal numbers of the respondents were employed in the public and private sectors.”

the study confirmed the belief that transitioning servicemen have favourable job prospects for their subsequent career.

Mid-career Moves SAF servicemen usually leave the SAF when they are about 45 to 55 years old. Making a midcareer switch at that point in life may not seem like an easy task for anybody due to job market uncertainties. One is also faced with the need to align career demands to one’s expectations and values, as well as concerns of having relevant and transferable skills to the job market. But with the help of continuous development, including career workshops and networking sessions nearing their transition, most outgoing SAF personnel move on to meaningful and successful second careers. Some may choose to fall back on academic qualifications or their vocationacquired expertise, and pursue careers they are familiar with. Others view their transition as an opportunity to find a new calling and choose to venture into unknown territory.

Marketability Whichever route they chose, the study showed that 8 in 10 transiting servicemen respondents were gainfully employed within the first six months of retirement. Wanting to take a well-deserved breather between jobs was cited as one of the key reasons amongst those who delayed their return to the workforce.

INDUSTRies An overview of the industries former SAF personnel transitioned to.

Aviation Aerospace

Manufacturing Electronics Engineering

Telecom IT

13 %

17% Banking Finance Insurance

2% Maritime

Transportation

6% 2% Business Services

3% Pharmaceutical Health Social Services

Logistics Distribution

3% 10 %

2% Consumer & Retail Hospitality F&B

Real Estate Construction

Public Administration

2% 8% Education

10 %

12 % Security

Others

6% 4%

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SAF network & CT provisions

Direct Apply 6%

49%

Career Fair 3%

Media & Online 11%

Others 2%

by former servicemen played important roles in their new careers. The general consensus among employers was that, with their natural ability to lead, former SAF personnel were highly suited for tasks like project management. Also appreciated by the employers was the ability of transitioned servicemen to get things done. Age, which is often thought to be a barrier to being employed, was also not the concern of 80 per cent of hiring managers who only require the job applicants to be fit and healthy. “What my clients are interested in is results. So they are most willing to employ anyone who displays a positive attitude and shows a keenness to unlearn and relearn,” said Rockey Michael, a transited SAF

Officer who is now a General Manager at Aspire! Group Pte Ltd, a human resource solutions provider.

Adaptability Adapting to a new working environment can be unsettling for most people, as the process forces one to come out of his or her comfort zone. “It is definitely a challenge for most people, but there can be a positive face to change. People have to first realise and accept that it is not going to be easy. They have to enter their new environment with a positive attitude. And employers can generally recognise the traits of someone who is willing to adapt,” said Christie Khoo, Manager, The Strategy Group, a staffing firm specialising in niche industries.

Family & Friends

29%

adaptability Former servicemen’s adaptability to new work environment after leaving the SAF.

source of 1st job Sources SAF personnel utilised to get their first job after transitioning from the SAF.

For those who were raring to go, a wide range of industries welcomed them. While no one industry was particularly favoured over the other, there appeared to be a slight preference for the Aviation and Aerospace, Manufacturing, as well as Electronics and Engineering industries (please refer to the graph on page 9). The study also showed that generally, Warrant Officers and Specialists (WOSpecs) found executive level jobs, whereas the majority of Officers assumed managerial roles or higher. Also, contrary to popular belief that former military personnel only joined the public sector, almost equal numbers of the respondents were employed in the public and private sectors. In their new jobs, these former servicemen found their SAF-acquired skills to be extremely relevant and useful, with communications, leadership, people management, and team-playing skills ranking high on the list. Officers, especially, felt 10

they benefitted from the decision-making and analytical skills they had acquired, with all of them ranking these skills as being relevant to their current jobs. Most of the employer respondents surveyed also concurred with this (please refer to the graph on page 13). About 80 per cent of these employers from varied industries believed that the leadership and communications skills exuded

Strongly agree

46%

Agree

34%

Somewhat agree

14%

“

What my clients are interested in is results. So they are most willing to employ anyone who displays a positive attitude and shows a keenness to unlearn and relearn.” -- Rockey Michael, Aspire! Group Pte Ltd

cover story

willingness to hire Would employers continue to hire or consider hiring former SAF servicemen?

There is also the misperception that SAF servicemen tend to be perceived as being inflexible, coming from a structured environment. The study, however, showed that over 90 per cent of former SAF personnel felt they had successfully assimilated to their new surroundings (please refer to the graph on page 11). This was by no means a one-sided opinion. Of the employers surveyed, almost 8 in 10 confirmed that former servicemen adjusted well to their current roles. “If you tell yourself that every job out there requires special skills, then you will never have the courage to take on anything. You have to figure out how you can contribute with the skills and knowledge you already have and at the same time be prepared to learn and equip yourself with the new knowledge that is required,” shared Rockey.

yes 88.1%

skills Percentage of employers who rated former SAF servicemen positively in their skills.

79.8% 82.1% 72.3% 76.8% 67.7% 74.0%

Successful Moves no 9.7% not sure 2.2%

“

Generally, my clients have no qualms about employing former servicemen. Transitioning servicemen are, in fact, very sought after.” -- Christie Khoo, The Strategy Group

More than 88 per cent of the employers surveyed indicated that they would be willing to hire transited servicemen (please refer to the graph on the left). “Generally, my clients have no qualms about employing former servicemen. Transitioning servicemen are, in fact, very sought after. They are definitely an asset and they have to believe that they are worthy,” said Christie. But what are the prospects of former SAF servicemen in their new employment? Do they stand as much of a chance as the next guy in being promoted or taking on bigger responsibilities? According to the study conducted in 2011, almost half of the surveyed servicemen had already gone on to assume higher job levels within the same organisation after their first appointment since leaving the SAF between 2008 and 2009. This is clearly indicative of the employers’ recognition of former servicemen’s ability to add value to their organisation. By translating their knowledge and experience into relevant and sustainable skills in their new environment, they have created a positive impression of themselves.

71.8% 61.1%

Communications

Leadership

People Management, Teamwork Decision Making, Analytical, Problem Solving Engineering, Technical Skills

Project & Time Management

Logistics

Human Resource

75.1%

In addition to the marketable skills and expertise they have acquired, former servicemen also highlighted that the SAF provided them with a valuable network of contacts, whether personally established or through CTRC. Close to half of them found their second career through these contacts. A majority of the rest cited family members, relatives and friends as the source of their new jobs (please refer to the graph on page 10).

Training

want to do as long as we have the power of our thoughts. The mind must be kept open and ready to accept challenges. The qualities are bountiful in servicemen, waiting to be discovered and tapped,” said Rockey.

These promising study findings will reinforce the notion that the career transitions prospects of SAF servicemen are bright. “One must believe that nothing can stop us from doing whatever we 13

beats

The Maritime Cluster As the world looks increasingly towards Asia for trade, Singapore has capitalised on its strategic position to further develop the maritime industry. text: Maritime and Port Authority of Singapore (MPA) and Singapore Maritime Foundation (SMF), photos: MPA and Tan Gau Shyang

The Singapore maritime industry is an important part of the Singapore economy, contributing approximately seven per cent of Singapore’s GDP and employing over 170,000 people. The cluster comprises more than 5,000 maritime establishments in the following sectors: (a) shipping and port related services; (b) maritime services; and (c) offshore, ship building, and repair services.

Shipping and Port Related Sectors Singapore is the world’s busiest port in terms of vessel arrival tonnage. It is also one of the world’s leading hubs for container transhipment, with 29.9 million Twenty-Foot Equivalent Units (TEUs) handled in 2011. Some of the sectors related to

shipping and port are: • Ship Operations: The operations department

of shipping companies work with various parties to operate and manage vessels. It also evaluates overall performance and maintenance of the company’s fleet. • Ship Management: Ship managers act as a third

party to help ship owners manage or operate their ships. Management responsibilities can range from providing a crew for the ship, to commercial operations and technical maintenance. • Port Operations:

This refers to services provided to vessels when they call at the port, including the loading and unloading of cargo

Careers in Maritime

Shipping Operations • Ship Planner. Manages the performance of a vessel, ensuring the safety of the vessel and its cargo, as well as maximising the profitability of the voyage. • Crewing Manager. Directly supervises and coordinates training activities of vessel crew.

• Marine Insurance – Claims Executive. Responsible for processing and managing claims for cargo, crew, hull & other Protection and Indemnity (P&I) claims.

Technical and Administrative

• Fleet Manager. Accountable for all safety, technical, nautical, and crewing aspects related to the operation of the fleet.

• Compliance. Identifies and clarifies current internal compliance practices and controls within. Diagnoses and develops enhanced procedures to ensure the company is complying with all regulatory, financial, and core operational system requirements.

• Ship Charterer. Helps match ships with suitable cargoes. Liaises directly with a ship owner or cargo owner, or indirectly through a shipbroker to ensure that ships deliver the cargo on time and in the most costeffective manner.

• Logistics and Operations. Coordinates storage, transportation, and distribution of products or equipment. Logistics aims to move products quickly, efficiently, and with minimal disruption to the customer and cost.

Maritime Services

• Corporate Functions. Various corporate functions range from corporate planning and development, to human resource, organisation development, and procurement.

• Shipbroker. Acts as an intermediary between two parties in the shipping industry. A Chartering Broker negotiates cargo rates between ship owners and charterers. A Sale & Purchase (S&P) Broker arranges the best possible deal for sale and purchase of vessels. • Marine Insurance Underwriter. Works directly with clients to review insurance applications and determine acceptability, coverage, and pricing.

• Technical (Quality, Health, Safety & Environment). Creates, maintains, and improves safety in the workplace. Ensures that legislation is adhered to. Plans, implements, and reviews the health, safety, environmental, and quality strategies at the refinery. Undertakes and records inspections, accident investigations, and safety cases.

For more information, visit www.maritimecareers.com.sg

“

The Singapore maritime industry is an important part of the Singapore economy, contributing approximately seven per cent of Singapore’s GDP and employing over 170,000 people.”

beats

and replenishing bunker (ship fuel). One of the key container terminal operators in Singapore is PSA Corporation, which operates four container terminals. The other key industry player is Jurong Port, a major gateway for multi-purpose cargo.

Maritime Services Over 100 international shipping groups have established operations in Singapore. This has resulted in the growth of a wide range of maritime service vocations that include: • Ship-broking: Ship-broking

is an intermediary function in maritime transactions, such as in the sale and purchase of a vessel or the chartering of seaborne transport for cargoes.

• Shipping finance: Shipping

finance provides capital for the industry to expand to meet the demands of world trade. Ship finance companies offer funding for fleet expansion or renewal, and for vessel repair and upgrade. Marine insurance: To address the risks of damage or loss of property due to business operations, companies buy marine insurance such as cargo insurance, hull insurance, and marine liability insurance.

•

Offshore, Shipbuilding, and Repair Singapore’s Offshore and Marine Engineering (OME) sector boasts a comprehensive offering of repair services, conversions, and new constructions for an international clientele. Today, Singapore is the largest manufacturer of jack-up rigs, and commands 70 per cent of the world market. It also has 70 per cent of the global market for the conversion of Floating Production Storage Offloading units. In ship repair, it has a 20 per cent share of the world market.

An Insider’s Look Former Officer from Republic of Singapore Air Force (RSAF) Damien Sim shares his experience in the maritime industry. Please tell us more about your current job. I am currently employed as a stowage planner with Maersk Line, one of the largest container shipping companies in the world. I am responsible for the safe and efficient stowage of containers on board ships, adhering to international regulations and internal guidelines. I also communicate effectively between all stakeholders within the company, such as Capacity Management, Terminals, Network planning teams, and the ship’s crew. Planners like me have a macro view of container operations across the globe, so such communication improves productivity and work efficiency. What attitude/traits are necessary for those who wish to excel in a maritime career? For those who wish to pursue a career in the technical aspects of the maritime industry, specialised training is required. Others pursuing the commercial aspects of the industry must be prepared for longer working hours and have a passion for continuous learning to pick up the ropes of the business, as the demands of the maritime industry change rapidly in this challenging environment. Would you encourage others to join the maritime industry and if so, why? With Singapore’s strong regional foothold in maritime, the industry will remain one of the key drivers of our national economy. I would encourage others to join the maritime industry because it is exciting and is a very sustainable sector of our economy. Do the skills that you acquired in RSAF help you in your current job? Careers in the maritime industry and the military are rather different. However, being trained as an officer in the RSAF has instilled in me qualities such as leadership and integrity, which are important in any career. Project management skills are also very much applicable to the maritime industry.

Maritime Course

Who should attend

Min. entry requirements

Specialist Diploma in Shipping Operations and Management * Singapore Polytechnic www.sp.edu.sg/sma

Professionals in fields such as Engineering, IT or the services industry, keen to switch to a career in the maritime industry.

• Polytechnic diploma in any discipline; • Degree in any discipline; or • Recognised Deck/Marine Engineer Officer • Class 1 Certificate of Competency.

Specialist Diploma in Marine & Offshore Technology * Ngee Ann Polytechnic www.np.edu.sg/cet

Working professionals or individuals who wish to learn about marine and offshore technology, and broaden their employment prospects in the marine and offshore industry.

• A recognised polytechnic diploma • in any engineering discipline.

Master of Science in Maritime Studies ** Nanyang Technological University www.ntu.edu.sg/cee

Graduates who wish to be involved in the maritime profession.

• A good Bachelor’s degree in shipping, • • • business or equivalent or related • discipline; or • Recognised Deck/Marine Engineer Officer • Class 1 Certificate of Competency.

On-the-job training for harbour pilot vocation PSA Marine/PSA Institute www.psamarine.com

For those who are keen in pursuing a career as a Harbour Pilot.

• Ex-Naval officers with 4 years of valid • watch keeping time on board ship.

Maritime consultants or nautical/engineering seagoing junior officers keen to supplement their technical or navigational skills with commercial and shore-based operational knowledge, so as to prepare for a shore-based career in the local maritime industry.

• Other criteria would apply. Interested • parties should contact PSA Marine for • details. The training cost would be borne • • by PSA Marine for successful applicants.

*Advanced/Specialist Diploma (ADSD) Funding is provided by the Ministry of Education (MOE) to eligible participants who are selfsponsored or company-sponsored. The funding level for Singapore Citizens and Permanent Residents is capped at 85% and 60% of approved cost of training respectively. **Maritime Cluster Fund support is provided by the Maritime and Port Authority of Singapore (MPA) to employees in maritime companies. Funding for Singapore Citizens and Singapore Permanent Residents is 60% of course fees, subject to a cap. For more details, please refer to www.mpa.gov.sg/mcf.

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Touching Hearts The social services and healthcare support sectors offer exciting career opportunities as their roles become increasingly important in Singapore. text: Eric Koh, photos: Sharile Tan With Singapore’s changing demographics, there is an increase in demand for social and healthcare services, intermediate and long-term care (ILTC), and greater integration across medical, research, and professional groups.

The Social Services Sector The social services sector provides services for the wellbeing of people, especially the disadvantaged, helping them deal with challenges in life. Recruitment demand for this sector has been increasing for positions such as corporate services and administrative personnel, counsellors, and especially social workers. This is supported by training schemes for mid-career entrants with a passion for the sector, developed by the National Council of Social Service (NCSS). Besides being the coordinating body for social services, NCSS is a fund raising and funding agency through the Community Chest, the membership organisation of Voluntary Welfare Organisations (VWOs), and training provider through the Social Service Training Institute.

The Healthcare Sector Singapore is set on investing in the healthcare support 18

sector with more facilities being built, such as Khoo Teck Puat Hospital. Accordingly, there are growing prospects in the healthcare sector, not only for healthcare professionals, but also the manpower to manage the operations and administration of these facilities. Entrants can also take on an “educator” role, to further education and organisational development for healthcare or educational institutions.

Inspiring Opportunities To introduce career opportunities in these sectors, a Warrant Officers and Specialists (WOSpecs) seminar – ‘Touch Their Hearts’ – was conducted on 1 February 2012. The afternoon began with a presentation by Sumesh Nair, Manager from the NCSS. He provided an overview of the social service industry, and the

“

Recruitment demand for this sector has been increasing for positions such as corporate services and administrative personnel, counsellors, and especially social workers.”

From left: Karman Yuen, MOH Holdings; LesValene Ngion, MWS; Sumesh Nair, NCSS; Chia Miang Yeow, AIC; Lawrence Wong, MOH Holdings; Indra Ali, AIC

job and training opportunities for a mid-career switch to social work. He shared that some personal qualities typically required of employees in this sector are: a strong desire to help people, passion and commitment, resilience, and patience. LesValene Ngion, Group Director for Human Resources, of Methodist Welfare Services (MWS) provided the audience with a better understanding on operating a welfare service centre, such as an elderly care home. LesValene showcased and illustrated different types of jobs at a welfare service centre. Karman Yuen, Deputy Director at MOH Holdings – the holding company of Singapore – shared on the overall landscape of the healthcare industry. Karman shed light on how there is an increasing demand for ILTC (which includes services provided by community hospitals, palliative care, and home care) and how the healthcare system has adapted with the regional health system model. He shared on prospects in the industry, and the training available for one to acquire relevant knowledge and skills. These courses are available at institutes such as Nanyang Polytechnic and Health Management International Ltd (HMI), with duration ranging from two months to three years. Our final speaker was Indra Ali, a former Singapore Armed Forces (SAF) serviceman who joined the Agency of Integrated Care (AIC) as Senior Manager

under the Community Care Development Division. AIC is an agency that integrates healthcare needs, like a “healthcare matchmaker” through services such as coordinating patient referrals to ILTC services. Indra took the audience through his transition journey, the challenges he faced, and how he overcame them. Senior Warrant Officer (SWO) Thalapathi and First Warrant Officer (1WO) Deviki who attended the event, found it “beneficial and encouraging”, as well as “inspiring and informative”.

Get Connected Transiting SAF personnel interested in joining the social services and healthcare support sector may contact Career Transition Resource Centre (CTRC) to be connected with prospective employers, including MWS, AIC, Changi General Hospital, SingHealth, and training partners such as HMI. CTRC establishes tie-ups with industry partners and prospective employers on career and training opportunities to facilitate career transition from the SAF. To find out more, call Minmin at 6373 1042 or email to pwa_minmin@starnet.gov.sg.

Did not attend this seminar? For more information on future events, call Stephen Loo at 6373 1202 or email to loomx.stephen@stee.stengg.com (for WOSpecs), or call Lok Tai Ling at 6373 1205 or email to loktl@stee.stengg.com (for Officers). 19

beats

Where Money Grows Enter the Financial Services Sector – Remisiers and Dealers Demystified.

To be a remisier, the certified applicant also needs a stockbroking firm, like AmFraser Securities, to sponsor his or her trading representative licence application.

text: Samantha Wong

Staying Ahead By late 2011, Singapore’s financial services industry accounted for about 12 per cent of its gross domestic product (GDP). This is more than double its contribution 40 years ago. With growing opportunities in the financial sector, traditional jobs in stockbroking, such as dealers and remisiers,

Dealers and Remisiers Demystified

continue to be integral to the industry.

A dealer is a full-time employee of a stockbroking company. He or she is paid a basic salary and takes a smaller cut of commissions earned.

Growing Opportunities In 2012, investment interests are shifting towards Asian economies, attracting liquidity from low interest rate environments in Europe and the US. Singapore’s strategic regional location, political stability, and solid financial infrastructure may draw global funds seeking higher returns. Singapore’s reputation in Asia as a leading centre for foreign exchange, derivatives and stock trading, and asset management is also strengthened with more than 150 foreign banks establishing themselves here. Moreover, with ready and willing buyers and sellers always present in Singapore’s capital markets, which are supported by a stable Singapore dollar, more than 800 companies from around the world are attracted to list on the Singapore Exchange.

ABOut AmFraser Securities is Singapore’s oldest

With the emergence of new financial products that are competitive to stocks, local stockbroking players must continue to find new opportunities to widen their revenue base.

established stockbroker. Established since 1873

group, one of Malaysia’s premier investments

Remisiers act as agents to a stockbroking company and are self-employed like “business partners” of the company. They are not paid any basic salary, but take a larger share of the commission compared to a dealer. Remisiers’ earnings depend on their drive and entrepreneurial spirit – a compelling proposition to ambitious self-starters.

One way is by embracing a wider range of financial products. And in order to sell these effectively to their clients, remisiers need to acquire additional knowledge and skills, for instance on protecting and growing their clients’ assets. With an intimate knowledge of their clients’ risk profiles, they essentially become wealth managers. One remisier explained, “It has become part of our job to assess our clients’ risk profiles and control their trading limits. Should a stockbroker deem a client’s profile too risky, they are able to reduce the trading limit, or even suspend the trading account.”

Becoming a Dealer or Remisier

The Personal Touch

Dealers and remisiers need to have trading representative licences, for which certifications from the Capital Markets and Financial Advisory Services (CMFAS) exams are needed. These exams prepare the candidate on securities products and related rules and regulations.

Despite the advent of online trading, dealers and remisiers are still being appreciated for their personalised service. Another remisier noted, “I provide my clients with information, including research on companies’ earnings or corporate actions, and their implications on the companies’ prospects. It is difficult to find such information presented in an accessible manner. As clients usually don’t have the time to collate

There are about 3,000 dealers and remisiers in Singapore. While they are both buying and selling shares for their clients, there is, however, a key difference between them.

as Fraser & Co., it continues to uphold its long tradition of providing value-added services for investors in the region. Today, we are part of the AmInvestment Bank banking group. We offer a suite of financial services including stockbroking, corporate finance & advisory services, and access to the Group’s wide range of products. AmFraser Securities is the name that epitomises integrity, respect, and support. To find out more on the career opportunities, please call Samantha Wong, Head Marketing & Communications at 6236 2318 or email to samanthawong@amfraser.com.sg.

these themselves, remisiers help them with it. So, we don’t just act as middlemen for stock transactions. We also act as middlemen for relevant information.” As more turn towards investment in Asia, Singapore will continue to attract quality investors. As the stockbroking industry presents new opportunities, investors will continue to seek out good investment advice and quality trading representatives.

21 21

inspiration

The Accidental Baker How a turn of events led one man to leave 26 years of corporate life and realise his dream. text and photos: Michael Lee A Passion Sparked

Lost Passion Found

My experience with baking started with a childish curiosity when I was 13. I still remember how my first cake turned out burnt, it made me determined to make something edible out of my initial failure.

In 2006, when I was already 44, I started to bake again. It began as an outlet for me to whip, beat, fold, and knead the stress out of my high-flying corporate life. Gradually, the occasional kitchen experiment became more frequent. As I gained confidence, I created new recipes and baked for kids’ birthdays and other parties, at my friends’ request.

I continued to bake for my relatives for several years until my mother was diagnosed with diabetes. I stopped baking in support of her change in diet. My interest in baking lay dormant for many years while I pursued my career. To people from my era, security, career, and duty were more important than passion – which seemed like another word for “hobby”. I thought that baking could only be a pastime, and that I needed a “real” career, so I put my interest in baking aside while I pursued my “model corporate career”. I climbed the corporate ladder and worked with multi-national companies for 26 years.

To my surprise, I was becoming a baker! And when I realised how I could not imagine my life without baking, I finally recognised that baking was indeed my passion. I had found my life’s calling and started to dream about opening my own bakery.

The Bakery Dream Even as I was planning my “bakery dream”, it always felt like it was still only something I would do further down the road. As I continued to work

“

Surround yourself with the right people, who will be with you throughout the long and arduous process of being an entrepreneur.” in the corporate world, I kept thinking it was not quite the right time, or that I was not quite ready to set up a bakery yet. I was constantly beset by doubts wondering: “Are my cakes good enough? Will I have enough money to set up a bakery? What will happen when I use up my money? What if the bakery fails?” The final push that helped me to realise my dream and start Ren Bakers came in August 2011 when I was retrenched. At 51, I am now embarking on my second career as a baker and social entrepreneur.

Bad Cake Days Even now, as far along as I am on my way to owning a bakery, I may suffer from “bad cake” days from time to time, when my cakes just do not turn out right, and opening a bakery seems like a bad idea. I would ask myself: “Are my friends just being nice? What if they all run away when I start my bakery? What if I am only meant to be a small-scale baker

who bakes for friends and family?” Sometimes I am so overwhelmed by the “what ifs” that I feel as though my head will burst, if not for the support and love from family and friends who encourage me to “just do it”. It is important to surround yourself with the right people, who will be with you throughout the long and arduous process of being an entrepreneur.

Words of Advice The truth is, being an entrepreneur is tough. Here is some advice I would like to share from my own experience to those of you who are interested in starting your own business. • Know your strengths and capitalise on them. • Recognise and acknowledge your weaknesses, and

find partners or employees who are strong in the areas in which you are weak. • It is ok to feel overwhelmed, scared, discouraged,

tired, and hopeless sometimes. Just go to bed early, you can always tackle whatever challenge it is the next day. Pace yourself. Entrepreneurship is a marathon.

Entrepreneurship is exciting, exhilarating, scary, insane, and fun. Enjoy the ride!

ABOut Ren Bakers is the brainchild of my partner, Samuel Tai, Managing Director of Ekklesia Renaissant Consulting. Com, and myself. It is a social enterprise with the aim to provide empowerment, employment, and entrepreneurship opportunities for the silver generation and other socially disadvantaged groups. We want to serve unpretentious cakes made with quality ingredients – cakes our mothers and grandmothers would bake, full of homemade love and nourishing goodness. Michael Lee is the Executive Director, Operations of Ren Bakers. Ren Bakers was launched in May 2012. For more information, please visit www.renbakers.com.sg. Ren Bakers is located at 121 Upper Paya Lebar Road, Singapore 534836 (Tel: 6288 3144).

inspiration

A Shining Career Making an impact as a civilian – an inspirational story of one man’s successful transition to a truly rewarding second career.

text: Anita Anthony, photos: Sharile Tan

Common Values and Traits

Words of Wisdom

Mah Keong shared that the MOM’s emphasis on “people-centeredness” has some similarities with the way the SAF operates. Professionalism, teamwork, and passion for progress are values the SAF also believes in.

Having been with the SAF for close to 30 years, Mah Keong confided that SAF has become an integral part of him. He commented that the camaraderie between SAF personnel and the “community living” experience of personnel living together during training are unique and that these may not be found in the corporate environment.

The qualities of a good investigator are similar to that of the SAF personnel in that they both require analytical and planning skills, as well as people management and inter-personal skills. SAF personnel also possess traits that put them in good stead, including: integrity and honesty, perseverance, and the “ability to withstand hardship and extended working hours”. Most importantly, SAF personnel have the passion to do a job well. “Personally, having good planning, inter-personal, and analytical skills are some of the advantages I have over others due to my SAF experience. Integrity and being professional in whatever I do are some of the values and traits that I continue to uphold.”

That said, Mah Keong also encouraged transiting personnel to keep an open mind towards their career transition. “One advice that I would like to give to transiting SAF personnel is that they should not carry their baggage along from their previous organisation to the new working environment. Remember, each organisation’s working environment differs in its culture and working style. Although transiting personnel may have more working experience [than their colleagues] because of their service with their previous organisation, they must be prepared to learn from younger colleagues to continuously keep abreast of new developments. Always be proactive rather than reactive, and adopt a more open-minded approach to problem-solving.”

Smooth Transition Tay Mah Keong, former serviceman with the Singapore Armed Forces (SAF), joined the Foreign Manpower Management Division (FMMD) of the Ministry of Manpower (MOM) in 2002. Having been with the MOM for more than 11 years now, Mah Keong has established a truly “awardwinning” and rewarding career.

Act to ensure a level playing field in the employment landscape between locals and foreign workers.

Award-winning Career

“My greatest achievement in my career at the MOM was in 2009 and 2010. In 2009, I was awarded the FMMD Individual Achievement Award. In 2010, I received the Exemplary MOMer Award. This award rewards MOMers who display all four of the MOM’s core values: peoplecenteredness, professionalism, teamwork, and passion for progress.”

As a Senior Investigations Officer, Mah Keong is given the opportunity to take errant employers and foreign workers to task for infringing work pass regulations or for circumventing the MOM work pass framework. Mah Keong investigates offences prescribed in the Employment of Foreign Manpower 24

He was awarded the Minister of Manpower Award for uncovering a syndicated phantom workers scam. The investigations he co-ordinated were pivotal in the tightening of the screening process by the Work Pass Division for work pass applications.

“

Personally, having good planning, inter-personal, and analytical skills are some of the advantages I have over others due to my SAF experience. Integrity and being professional in whatever I do are some of the values and traits that I continue to uphold.”

Due to uncertainties in the economic environment, technological changes, and different working cultures outside the SAF, Mah Keong prepared himself prior to transition by taking courses relevant to the corporate environment. Although the knowledge and skills acquired over the years in the SAF is valid, he believes that one should not limit oneself to the work experiences. He left the SAF with a Diploma in Management Studies and a Degree in Business Administration. “The SAF was good to me. They sponsored me to attend relevant courses to prepare for my subsequent career transition to the ‘civilian world’.”

Mah Keong is currently on a re-employment contract with the MOM until October 2013, when he turns 65. He was formerly a Signal Officer, holding the rank of a Major; his last SAF appointment was CO 2PDF Signal Unit in Beach Road Camp. For more information on joining MOM as an Investigation Officer, please visit www.mom.gov.sg/careers. 25

special feature

top row from left to right: Chief of Army, MG Ravinder Singh (right) with SWO (RET) Jeffrey Chung and his wife. Assistant Chief of the General Staff (Operations), BG Chan Wing Kai, interacting with a guest at the pre-dinner reception. COL Chia Choon Hoong, Commander 9th Singapore Division / Chief Infantry Officer (in uniform) hosting one of the dinner tables.

bottom row from left to right: LTC (RET) Tan Kim Seng sharing his reflections. Chief of Army, MG Ravinder Singh (right) proposing a toast to the transiting personnel and their spouses.

Recognising Contributions The Army Farewell Dinner 2012 was held on 28 February at Sheraton Towers to express the organisation’s appreciation for its recently transited servicemen. Eighty-nine transiting personnel and their spouses were present. source: Army News, text: Glenn Choo, photos: Vishnu Prem

rich history, from its humble beginnings to today’s 3rd Generation force capable of conducting a wide spectrum of operations. He reminded the transited personnel of their duty as the Army’s ambassadors in preserving its image. LTC (RET) Tan Kim Seng, who continued to serve

In his address, Chief of Army (COA), Major General (MG) Ravinder Singh highlighted the value that the transited personnel and their spouses have brought to our Army. He said, “Tonight, our Army pays tribute to the sterling leadership each and every one of you has provided through your years of long service as well as the important role that your spouses have played in supporting your service to our nation.” Speaking to the transited personnel, he said, “Your leadership has shaped our Army into what it is today: a ready, decisive, and respected force, one that all Singaporeans would be proud of.” COA also acknowledged the spouses’ contributions, “Throughout the military careers of your husbands 26

as a branch head in Joint Operations Department after his transition, also recounted his past Army experiences with great pride. He urged his fellow transited personnel to always remember the Chinese idiom yin shui si yuan – to constantly bear in mind the source of one’s happiness and blessings.

and wives, you have been faced with their long working hours and frequent overseas deployments for training and operations. To the spouses, we salute you and your children for the sacrifices and support for our servicemen and servicewomen throughout their military careers.” COA later presented mementos to the transited personnel and their spouses as tokens of appreciation. The night was also given a personal touch through the sharing of reflections by transited servicemen Lieutenant Colonel (LTC) (RET) Tan Kim Seng and Senior Warrant Officer (SWO) (RET) Jeffrey Chung. SWO (RET) Chung, who was the former SAF Sergeant Major (SAF SM), thanked the Army for the role it played in his life and recounted our Army’s 27

profile

Opportunities in Change Two servicemen share their transitioning experiences and how opportunities open up for those who embrace change. text: Anita Anthony, photos: Anita Anthony and Sharile Tan his service with the Air Force. Having been in the SAF for 29 years, he was a Helicopter Pilot, a Commanding Officer in the Helicopter Squadron where he was involved in contingency operations planning, a Deputy Director in the Defence Policy Office, and finally, a Defence Attaché based overseas.

Taking Charge Having been actively preparing for his transition ahead of leaving service, Amar believes that he is well equipped to meet the impending transition. Senior Warrant Officer (SWO) Amar Singh

As with any other periods of change in life, the journey in career transition is simultaneously accompanied by uncertainties and presented with opportunities. Senior Warrant Officer (SWO) Amar Singh and Colonel (COL) (NS) Chan Mun Kit shared on their experiences.

Achievements Amar has been with the Singapore Armed Forces (SAF) for 36 years. Currently, he is the Commanding Officer of the Military Police Training School. In his capacity, Amar facilitates running the training of military police and military working-dog handlers. He hopes to apply this and other transferable skills he acquired through his SAF experience to his next career. Mun Kit shared that he was fortunate to have benefitted from being given the opportunities to hold many different appointments during 28

Amar has been utilising the career transition provisions available to transiting SAF personnel. For example, he attended the two-day Financial Planning course where he took stock of his financial portfolio in preparation for his upcoming transition. He is currently attending the Diploma in Small Business Management course, to better understand the process of becoming an entrepreneur. Amar added that he found the MINDEF Career Summit, which is an exclusive career-fair-cumseminar event, a good initiative that brings together prospective employers who know the profile of the transiting military servicemen, unlike those at other career exhibitions.

When asked about how he managed the understandable levels of apprehension that comes with such a major career change, Mun Kit shared on how he chose to see the positive side of things. He believes that change always brings about new opportunities. “I see the transition both as a chance to apply the skills that I have acquired over the years in the SAF and as an opportunity to develop and be ‘stretched’ in another profession.” Mun Kit had utilised some of the career transition provisions too. He found the Senior Executive Programmes (SEPs) and career transition (CT) events useful. The SEPs prepare transiting personnel by helping them to explore their career options. The CT events, such as the Networking Events, provide insights into various industry sectors and assist participants to meet new people. These provisions facilitate idea sharing and participants may even chance upon hidden opportunities.

“

I see the transition both as a chance to apply the skills that I have acquired over the years in the SAF and as an opportunity to develop and be ‘stretched’ in another profession.”

Mun Kit also advises transiting officers to attend the SEPs at least a year prior to transitioning, in order to allow a comfortable amount of time for self-reflection and re-evaluation of commitments or priorities, prior to plunging into their next career.

Keeping Positive

Holding on to Values

Mun Kit, on the other hand, did not have the advantage of planning for his career transition as early. While he was aware that the transition was impending, he only had three months to actively ready himself for it, having just returned to Singapore from an overseas posting.

Despite having worked in the same organisation, transiting personnel are still very much individuals who exemplify unique values.

Colonel (COL) (NS) Chan Mun Kit

For instance, when asked to name three values or skills they acquired from their SAF experience, Amar attributed his discipline, planning and organisation skills, as well as problem-solving skills to his development in the SAF. Mun Kit, however, shared that he appreciates the SAF for inculcating in him values such as: professionalism, teamwork, and care for his team. They are confident that besides being important aspects of military professionalism, these traits are relevant to other working environments, and that they would find career opportunities to best apply these skills and knowledge effectively.

The SAF Network Both Mun Kit and Amar shared that they will miss the SAF camaraderie. Mun Kit shared that he had benefited from opportunities and encouragement from his network of friends who have already successfully transited out of the SAF. We are sure that after their transitions, both Amar and Mun Kit will become part of the strong SAF ‘oldboys’ network, and that they will similarly contribute to other servicemen’s smooth career transition.

At the time of printing this magazine, Amar is still in SAF service and due to leave in 2013, and Mun Kit joined the Council for Estate Agencies as a Director.

UPCOMING WORKSHOPS

calendar

Equip yourself with knowledge and skills for the transition ahead.

CTRC-CMD WORKSHOPS

calendar

JULY SEP (Self-Discovery)

november

december

Officers

SEP (Self-Discovery)

knowledge such as effective interview techniques and “visible” and “hidden” job markets.

october

Mon-Tue

A series of two-day programmes to facilitate Officers with their career transition planning.

SEP (Employed) Equip yourself with practical transition skills and

september

27-28

Senior Executive Programmes (SEPs)

Formulate career transition plans based on your strengths, career interests, and aspirations.

AUGUST

SEP (Employed)

25-26

Officers

Wed-Thu

Tue-Wed

SEP (Self-Employed) Find out how to set up a business, your

entrepreneurial aptitude, and turning your ideas into winning business plans.

Career Transition Workshop This two-day workshop assists WOSpecs to gain self-awareness and understand the nature of career transitioning better. It equips participants with job search skills such as effective resumes and doing well in interviews.

SEP (Self-Employed)

09-10

08-09

Officers

02-03

22-23

WOSpecs

Mon-Tue

Tue-Wed

Financial Planning Workshop These two-day workshops provide Officers and WOSpecs with clarity on financial needs and wealth, risk and credit management. Learn about strong financial health budgeting, investment planning, and various CPF schemes. Understand the various CPF schemes and retirement and estate planning. For queries or to register for CTRC-CMD workshops … If you are an Officer, please call Anita Anthony at 6373 1198 or email to anitaa@stee.stengg.com, or call Lok Tai Ling at 6373 1205 or email to loktl@stee.stengg.com.

Career Transition Workshop

If you are a Warrant Officer or Specialist, call Eric Koh at 6373 1224 or email to kohhweineng@stee.stengg.com, or call Stephen Loo at 6373 1202 or email to loomx.stephen@stee.stengg.com.

CTRC BRIEFING ON THE CT FRAMEWORK A two-hour briefing on the CT provisions available to facilitate your career transition. Attendees will know how to make better use of the schemes, programmes, and subsidies available. Please call Tan Yong Chye at 6373 1041 or email to Tan_Yong_Chye@starnet.gov. sg, or call Sharile Tan at 6373 1485 or email to Sharile@starnet.gov.sg to register. For Warrant Officers or Specialists, the scheduled sessions are on 14 September 2012, 3-5 pm, 7 December 2012, 3-5 pm. For Officers, please contact us to check on the next available time.

Spaces are subject to availability, please register early to avoid disappointment. Please note that the dates are subject to confirmation. Eligibility criteria and conditions may apply for some programmes.

Financial Planning Workshop

CTRC Briefing: CT Framework Officers, please contact CTRC for the next available timing.

Mon-Tue

29-30

11-12

WOSpecs

Officers

Wed-Thu

Tue-Wed

WOSpecs

Fri

calendar

UPCOMING SEMINARS/NETWORKING

Join us to connect with transiting servicemen, formerSAF personnel, prospective employers, or industry partners. Find out about industry trends, employment and hiring opportunities.

CTRC-CMD SEMINARS/NETWORKING EVENTS

calendar

JULY BOSS

Networking Events

Networking Events • A series of half-day events to keep Officers in the know on opportunities in public and private sectors. • Organised by themes focusing on various industries or job functions, you have the opportunity to interact, network, and explore career opportunities in various industries.

WOSpecs Seminar

• Exclusive career-fair-cum-seminar event catered for WOSpecs that will provide you with career opportunities as well as networking opportunities with prospective employers. • Guest speakers sharing on useful career transition tips and topics such as personal grooming and networking skills. For queries or to register for CTRC-CMD seminars/networking events ...

october

Career Summit

november

Theme: franchise

Theme: Finance Sector

Officers

december

Thu

Officers

Thu Theme: Public Sector

Tue Theme: Facility Management

WOSpecs

Thu Theme: Public Sector

• A series of half-day seminars providing WOSpecs with employment and self employment advice, focusing on different industries and businesses. • You will receive first-hand information about business opportunities and current job market trends from practising members in various industries.

Career Summit

september

Thu

Business Opportunities Seminar for Self-Employment (BOSS) • A series of half-day seminars for Officers who are interested in setting up their own business. The seminars are organised by themes and business opportunity areas (e.g. by different enterprise models or industries). • They provide you with a greater understanding on business start-ups and insights from entrepreneurs on business opportunities, market trends, and business management.

AUGUST

Thu Theme: Entrepreneurship

12 Wed

WOSpecs

If you are an Officer, please call Anita Anthony at 6373 1198 or email to anitaa@stee.stengg.com, or call Lok Tai Ling at 6373 1205 or email to loktl@stee.stengg.com. If you are a Warrant Officer or Specialist, call Eric Koh at 6373 1224 or email to kohhweineng@stee.stengg.com, or call Stephen Loo at 6373 1202 or email to loomx.stephen@stee.stengg.com. You may also call Tan Yong Chye from Career Transition Resource Centre (CTRC), MINDEF at 6373 1041 or email to Tan_Yong_Chye@starnet.gov.sg.

past events

Logistics & Supply Chain Showcase photos: Sharile Tan

18 apr 2012

MINDEF Career Summit 11 apr 2012

past events

photos: Sharile Tan and Vincent Cheng

This career summit saw over 100 transiting Warrant Officers and Specialists benefitting from seminars by Stuart Tan, Personal Development Singapore, and Sally Tang, Divine Image International, and sharing of job/training opportunities by the following participating organisations: Gopakumar Nair, formerly Head Logistics Branch in RSAF, and Sundi Aiyer, Asia operations practice expert from McKinsey & Company, shared their insights with participating transiting servicemen and guests from Schenker Logistics, DHL, and RichLand Logistics.

SEP (Self-Employed) photos: Lee Ju-Lyn

• ACE Industrial Academy and ACEPLP • Adecco Personnel Pte Ltd (Banking) • DHL Supply Chain Singapore Pte Ltd • EM Services Pte Ltd • HMI Institute of Health Sciences • Hyflux Ltd • Kaplan Professional • Kelly Services • Land Transport Authority • People’s Association • PUB • RichLand Logistics Services Pte Ltd • Rolls-Royce Singapore Pte Ltd • SMRT Corporation Ltd • TNS Ocean Lines (S) Pte Ltd • Viking Offshore & Marine Ltd

20-21 FEB 2012

Participating officers learnt more about their abilities and aptitudes for entrepreneurship from Dr Han Kok Kwang.

past events

Human Capital Development Industry photos: Sharile Tan and Anita Anthony

29 FEB 2012 TIE-UPS

CTRC provides a job-and-talent matching service to connect employers and business partners with personnel transiting within 6 months for immediate vacancies.

CAREER EVENTS

An array of career seminars and events are available to connect industry partners and prospective employers with our transiting personnel.

AWARENESS

CTRC can also work with you to enhance awareness about your attractive career propositions to our transiting personnel.

FINDING THE PERFECT FIT? As the point-of-contact for all transiting personnel on their last appointment with the Singapore Armed Forces (SAF), Career Transition Resource Centre (CTRC) is well positioned to facilitate employers in reaching out to this talent pool. Having served as the go-between employers and candidates over the past years, we can understand your business and recruitment needs.

Visit our website at www.ctrc.sg today to find out more or contact Pwa Minmin at pwa_minmin@starnet.gov.sg or call 6373 1042.

ÂŠiStockphoto.com/MarilynNieves

Participating transiting Officers and guests, from Civil Service College, Keppel FELS, ManpowerGroup, SingHealth, and Talent Touche (Executive Search) gained insights from the sharing by Hrithik & Dave Consulting, Human Capital Singapore, Recruit Strategy, and Singapore Business Advisors and Consultants Council.

CTRC

get set to Soar With career transition as part of the career proposition offered by the Singapore Armed Forces (SAF), the Career Transition Resource Centre (CTRC) was set up as a dedicated hub that facilitates Officers, Warrant Officers, and Specialists with their transition to their next career. CTRC stays connected with SAF personnel after their career transition as well. As part of Ministry of Defence (MINDEF), CTRC is also the point of contact for prospective employers to reach our transiting personnel to fill recruitment needs.

Visit our website at www.ctrc.sg to find out more and connect with us at sg.linkedin.com/in/ctrcnetwork. To get in touch, contact Sharile Tan at Sharile@starnet.gov.sg or call 6373 1485.

CTRC