Latest news with #professionals
CNA
10 hours ago
- Business
- CNA
Lawyers, doctors among professionals earmarked to drive Singapore's AI adoption beyond initial 15,000 practitioners
SINGAPORE: Singapore's artificial intelligence (AI) ambitions are set to grow beyond training technical specialists, with plans to develop a broader tier of professionals like lawyers and doctors, said Minister for Digital Development and Information Josephine Teo. Speaking at a fireside chat at Fortune's Brainstorm AI Singapore conference on Tuesday (Jul 22), Mrs Teo said the country hopes to grow a pool of professionals to "complement" traditional AI practitioners such as data scientists and machine learning engineers. The government had previously announced plans to more than triple the number of AI practitioners in Singapore to 15,000 over the next few years, as part of the country's updated national AI strategy. This new pool of professionals is expected to far exceed that figure, according to Mrs Teo. "We're talking about people who are in the professions, lawyers, accountants, doctors, who will become the early adopters of AI and then they show their peers how to make better use of it." Others in sectors such as manufacturing, healthcare, and financial services will also be part of this group. "They themselves also acquire this facility with using AI, and then they demonstrate how it can create more value for their organisations," added the minister. Singapore will have to "get to a much larger number" of competent AI users than previously mentioned, said Mrs Teo. While she did not provide further details, she hinted that further announcements could follow: "So watch this space, we will have more to say about this." VIEWS ON DEEPSEEK When asked about Singapore's approach to evaluating AI platforms amid American concerns over the Chinese AI model DeepSeek, Mrs Teo said it is up to every organisation to decide how to evaluate AI models and whether to use them. "The thing that we ask ourselves is, what are the impediments of using any sort of technology for innovative purposes? And inevitably, cost becomes an issue," she said. "From the perspective of bringing down costs, innovations such as DeepSeek are very much welcomed, but I would also say that this whole dynamic is not necessarily only a competitive one. It is also mutually reinforcing." Mrs Teo cited Singapore's SEA-LION (Southeast Asian Languages in One Network), a large language model that can generate content based on Southeast Asian languages and cultural nuances, as an example. "Many companies are thinking about how they can develop, for example, chat assistance that could be useful in our context," said Mrs Teo. "So, I think there is room for both." She added that having an innovative ecosystem can help bring down costs and enable different AI models to complement one another. "I think they just open up the space for innovation to a larger extent." "I would imagine that there will still be concerns about DeepSeek and other models that would cause companies to take a pause and say that maybe this is something that we are still not very comfortable with. I wouldn't be surprised at all," said Mrs Teo.
Forbes
a day ago
- Business
- Forbes
The Career Funeral: The One Exercise Every Professional Should Do Before Change Hits
Behind every box packed is a story reshaping itself. This moment isn't just about what's lost. It's ... More about what's next. We prepare for life's significant milestones: weddings, graduations, and retirement. But when it comes to our careers, we rarely prepare for the one thing we can count on: change. And change is everywhere right now. Across industries, professionals are facing a wave of economic uncertainty. Layoffs have disproportionately affected historically stable sectors, like government, healthcare, and education. Organizations are constantly being restructured, work is being outsourced, and teams are shrinking. For many, the work landscape feels unpredictable, and the anxiety is real. Many of these layoffs are less about individual performance—they're driven by strategy shifts, automation, cost-cutting, and market dynamics. It's a wake-up call for high performers who once considered a heads-down approach as a guarantee for job security. Doing excellent work matters, but preparing for what's next is just as crucial. Additionally, the rapid rise of AI is prompting a global reset in the workforce. Technology is not just altering how we work; it's changing who has the opportunity to do the work. According to McKinsey, up to 30% of work hours across the U.S. economy could be automated by 2030. Some jobs are being redefined, while others are quietly being phased out. In this environment, traditional career planning is no longer sufficient. What professionals need now is career insurance: a proactive way to protect and future-proof their livelihoods. This is especially significant for employees on work visas, where the stakes are much higher. If they lose their job, they may have only weeks to find another one or face losing their legal status, work authorization, and even deportation. It's not just a career disruption—it's a potential family, financial, and life crisis. For them, planning isn't optional. It's essential. It's not only people in transition who need to reflect, realign, and reimagine their careers. Many seasoned professionals feel stuck in roles they once dreamed of. They've reached a ceiling or realized they are climbing the wrong ladder. It's a success trap; you're an achiever, but still feel unfulfilled inside. The Career Funeral helps you ask: 'What title, story, or identity am I holding onto that no longer reflects who I am?' That's why I created the Career Funeral exercise—rooted in over a decade of coaching professionals through promotions, pivots, layoffs, and reinventions. I've seen firsthand that the hardest transitions are not about skills but about identity. The invisible weight of former roles, outdated definitions of success, and unprocessed endings can quietly hold people back. The Career Funeral helps professionals name what they're carrying, let it go, and move forward with clarity. It's like a personal career insurance plan, created not out of panic, but with clarity and courage. Palliative care nurse Bronnie Ware, in her book 'The Top Five Regrets of the Dying,' notes that the most common regret is, 'I wish I'd had the courage to live a life true to myself, not the life others expected of me.' That insight rings true for our careers as well. The Career Funeral is not only a strategic reset; it's a moment of truth—an opportunity to ask: Am I becoming my best self, or just a polished version of someone else's expectations? Jamie Dimon, CEO of America's largest bank, once had his career upended. After being fired in his 30s, he went home and told his three young daughters. One was worried they would have to sleep on the streets, and another asked if she could still attend college. The oldest wanted his cell phone. Dimon later reflected that the gathering of colleagues that night felt like 'being at your own wake.' It's a powerful reminder: career loss isn't just about a job—it shakes your identity, plans, and family. But it can also be the start of reinvention. Dimon went on to become one of the most respected CEOs of our time. What felt like an end became a Pivot. But how do you move forward in your career when the future feels uncertain or unclear? That's where the Career Funeral Framework comes in. The Career Funeral framework progresses through four distinct phases: Rapport → Release → Ready → Reinvent. It is designed to help professionals begin planning their next chapter. The Career Funeral Framework: A purpose-driven framework to navigate change with clarity, ... More resilience, and confidence. Rapport: The Career Funeral exercise begins with a step that most people overlook: establishing rapport with yourself. Before you let go, plan, or reinvent, have an honest conversation by asking: In this phase, you reconnect with your values and identity. It's the purpose and soul check before the strategy. It's journaling when you felt most alive—or most lost—at work that can help surface insights. This self-dialogue lays the foundation for everything else that follows. Release: Here, you write a career obituary for something you're letting go of— a dream, identity, or attachment. Follow it with a Thank-You Note to honor what it has taught you. Letting go doesn't mean accepting failure. It means creating space for growth. Ready: Ask yourself, "If my job ended tomorrow, would I be prepared financially, mentally, emotionally, and with a plan for what's next?" Most people aren't. That's why this phase focuses on creating a 5-1-1 Career Emergency Readiness Plan. Identify five people you'd call, one skill you wish you already had, and one alternative path worth exploring. This isn't a thought experiment; it's career insurance in action. In President JFK's words, 'The time to repair the roof is when the sun is shining.' Reinvent: Create a career declaration that defines who you're becoming and commit to three actions: one skill to develop, one relationship to nurture, and one way to refresh or grow your personal brand. Reinvention isn't about discarding everything; it's about planting seeds for what's next. Who is the Career Funeral exercise for? Most professionals find themselves in one of three distinct career stages when navigating change: planning for it, seeking what's next, or rebuilding after a disruption. These stages aren't fixed; they reflect where someone is in their journey, mentally, and professionally. The Career Funeral meets you where you are and helps you move forward with purpose. Three Career Moments that Call for Reinvention The Planner: Someone still employed but sensing change on the horizon. For them, the Career Funeral is about readiness and exploring future options. Sarah was an executive at a Fortune 500 company. Although her role was secure, she sensed change—new leadership, shifting priorities, quiet exits. She used the Career Funeral to release the internal dream she'd outgrown and began preparing for what might come. Within six months, she increased her external visibility, expanded her network, and secured a significant role at a purpose-driven brand on her own terms. The Seeker: A professional in between roles and questioning what's next. They can use the exercise to let go of the past and design a path that reflects who they've become. Kevin had just left a draining leadership role and was unsure of what came next. Writing his career obituary helped him realize he'd been chasing titles that impressed others but never aligned with his core. Through the exercise, he reframed his story, pivoted his career, and became a leadership coach. This aligned with who he was and the impact he wanted to make. Career disruption isn't just about a job. It affects your identity, your plans, and your peace of ... More mind. But it can also mark the start of reinvention. The Rebuilder: A professional recently impacted by a layoff or disruption. The framework helps them grieve, regroup, and re-enter the workforce with clarity. Segun was laid off during a company-wide restructuring. The Career Funeral gave him space to process the loss and unexpected freedom to let go of the pressure to climb. He reconnected with trusted peers, repositioned his experience, and ultimately stepped into a role that provided both meaning and flexibility. For HR and people leaders, the Career Funeral isn't just a personal tool—it's a cultural one. Organizations that promote career reflection before a crisis are the ones that retain and engage top talent. Incorporating this exercise into career conversations, leadership programs, or even offboarding initiatives can help build more resilient, self-aware, and future-ready teams. Imagine if every exit interview concluded not with regret, but with a statement of what happens next. Insight alone doesn't change careers; action does. After completing the exercise, professionals need to move from awareness to execution. For example, a Career Obituary isn't just a journaling activity. It's your cue to update your résumé, change your headline, or have an honest conversation with a mentor. Your Readiness Plan becomes a routine—tracking skills, investing in your network, and building optionality before it becomes urgent. Your Career Declaration sets the tone for a 30–60–90 day strategy, guiding what you invest in each week. Most career advice emphasizes addition: do more, learn more, achieve more. But real growth often begins with subtraction—letting go of what no longer fits. The Career Funeral isn't about endings but about alignment. It's an opportunity to reflect on who you want to become and design a path that reflects your full potential. If you're not actively thinking and planning for your career's future, someone else will do it for you. And you might not like the result. Why take that risk when you have the chance to shape what's next with clarity and courage? When you hold a funeral for your career, you're not giving up. You're giving yourself permission to evolve. To honor what got you here and build what's next. And in doing so, you may just avoid the biggest regret of all: living someone else's version of your life and career.
Associated Press
a day ago
- Business
- Associated Press
Stay on the Cutting Edge With Digital Market Reports
Malaysia, July 21, 2025 -- In a fast-paced digital world, staying up-to-date with the latest trends, innovations, and market updates is crucial for businesses and professionals across industries. Recognizing the need for reliable and comprehensive information, Digital Market Reports (DMR) has emerged as the go-to source for all digital market and digital scene updates. With a commitment to providing accurate and insightful reports, DMR ensures that its readers never miss a beat of the rapidly evolving digital landscape. As businesses and organizations increasingly rely on digital platforms for communication, marketing, and sales, understanding and harnessing the power of digital marketing has become imperative. DMR provides access to a wealth of information, covering everything from emerging technologies and industry trends to in-depth market analysis and consumer behavior insights. By offering a wide range of resources, DMR caters to professionals at all levels, from industry experts to newcomers seeking to gain a competitive edge. Key Features that Sets DMR Apart Quality and accuracy are of utmost importance to DMR. The team follows a rigorous fact-checking process, utilizing credible and reputable sources to ensure the accuracy of their reports. By maintaining the highest editorial standards, DMR establishes itself as a trusted and reliable resource for professionals seeking credible information in the digital market space. DMR's commitment to inclusivity is another factor that sets it apart. The platform covers a wide range of industries and sectors, ensuring that professionals from various fields can benefit from their reports and insights. Whether it's banking and finance, Stay connected with DMR by visiting our website at For media inquiries or partnership opportunities, please contact: [email protected] About Digital Market Reports: Digital Market Reports (DMR) is a leading digital news site dedicated to providing comprehensive and timely updates on the digital market and digital scene. With a mission to empower individuals and businesses with actionable insights, DMR covers a wider range of digital topics, from emerging trends to in-depth industry analysis, case studies , and market reports. Stay informed with DMR and never miss a beat in the ever-evolving digital world. Release ID: 89113708 In case of encountering any inaccuracies, problems, or queries arising from the content shared in this press release that necessitate action, or if you require assistance with a press release takedown, we urge you to notify us at [email protected] (it is important to note that this email is the authorized channel for such matters, sending multiple emails to multiple addresses does not necessarily help expedite your request). Our responsive team will be readily available to promptly address your concerns within 8 hours, resolving any identified issues diligently or guiding you through the necessary steps for removal. The provision of accurate and dependable information is our primary focus.
Independent Singapore
2 days ago
- Business
- Independent Singapore
Delay in salary hikes lead to higher turnover rates at Singapore companies
Photo:Freepik/jcomp SINGAPORE: Nearly half of employers in Singapore are reporting a rise in employee disengagement and staff turnover after holding back or reducing salary increases this year, according to a new survey by recruitment firm Robert Walters. The findings reveal a link between compensation decisions and workforce morale, with 45% of employers admitting they either postponed or reduced pay rises in 2025. Another 17% did not offer any salary increases at all. Among those companies, nearly two-thirds (64%) noticed signs of employee disengagement, while 29% experienced higher staff turnover, suggesting that pay decisions are having immediate repercussions on workplace stability and employee retention. The survey, which gathered responses from close to 200 professionals and employers across Singapore, highlights the tension between business cost pressures and the expectations of a workforce navigating rising living costs and an uncertain economic climate. When asked why they withheld or adjusted salary increases, employers most commonly cited overall business performance (34%), budget constraints (23%), and broader market uncertainty (23%). From the employee's standpoint, dissatisfaction appears widespread. Of those who did not receive a raise, nearly three-quarters (72%) said they are now actively looking for new job opportunities. Even among those who did get a raise, 58% felt the increase fell short of expectations. An overwhelming 92% of all respondents believe they are underpaid relative to market standards. 'Companies need to weigh the long-term costs of disengagement and turnover,' Kirsty Poltock, Country Manager at Robert Walters Singapore, said, 'Delaying or reducing salary increases might solve an immediate budget problem but could end up costing more in the form of lost talent and decreased productivity.' The report recommends that employers take a more strategic approach to compensation planning, leveraging market data to guide salary discussions and supplementing pay with non-monetary incentives. These could include opportunities for career development, flexible working arrangements, and internal mobility, all of which can help bolster morale and employee loyalty even in tight economic conditions. () => { const trigger = if ('IntersectionObserver' in window && trigger) { const observer = new IntersectionObserver((entries, observer) => { => { if ( { lazyLoader(); // You should define lazyLoader() elsewhere or inline here // Run once } }); }, { rootMargin: '800px', threshold: 0.1 }); } else { // Fallback setTimeout(lazyLoader, 3000); } });
Irish Times
3 days ago
- Business
- Irish Times
What are the costly habits of ordinary investors?
Ordinary investors lean heavily on mental shortcuts when picking stocks – and it's costing them. A recent study, How Costly are Trading Heuristics?, examines 20 common heuristics, from favouring companies with short and easy names to buying at round-number prices. Retail investors used 14 of the 20 heuristics more often than if they were choosing at random. The more shortcuts they used in a trade, the worse their returns. Professionals played a different game. Big institutional investors only used three of the 20 heuristics more than chance would suggest – herding, peer influence and, oddly, the integer price heuristic (when you buy at round-number prices, like €10 or €100). READ MORE It's not surprising institutions copy each other or follow crowd trends, the study says, as this may reflect information-sharing or smart moves to trade with or against retail investors. Preferring stocks trading at round numbers, however, is 'hard to rationalise'. Whatever the reasons, when the professionals did use these shortcuts, they worked, and were linked to better outcomes. As for ordinary investors, the researchers ask: why do people stick with losing habits? Sometimes because the harm isn't obvious, they suggest, and sometimes because the process just feels good. Still, the overall lesson is clear: what makes decision-making easier often makes investing harder.
