Project title: Tackling the Changing Nature of Work and Studying National Employee Engagement Technological change and changing expectations among workers vis-à-vis work-life harmony could lead to changing workplace norms and levels of engagement. With technological changes and changing expectations among workers, we are seeing a shift in workplace norms. For example, some jobs have been divided among several part-timers, while others offshored through remote working. There has also been a rise in non-traditional forms of work such as the gig economy. While these shifts provide opportunities for some businesses to tap on more resources for growth, they challenge the traditional construct of employment. For instance, labour matching apps that connect freelancers with businesses for casual jobs raise questions on the duties of an employer to an employee. The phenomenon of digital nomads also makes us re-consider the scope of employment protections. Employee engagement has also received some spotlight in recent years, with work becoming less location-based and time-bound, and with more individuals embarking on longer but multi-stage careers because of longer life expectancy and increasing caregiver demands. A 2024 study by Qualtrics found that new recruits who were historically more motivated, are more likely to feel let down by the real job and yearn to leave, compared to other workers. The same study found that bogged down by caregiving duties and the rising cost of living, Gen X workers were least engaged, felt least included and positive about their wellbeing compared to other groups of workers. As it is in Singapore’s strategic interest to remain a global talent hub, insights into employee engagement has important implications on how we guide the human resource sector to continue to be equipped to hire and retain talent.

1. Research how other countries are tackling changing workplace norms, including cross-border work, gig work and non-traditional forms of work. For instance, are countries introducing new laws to regulate the workplace? What are the resultant impacts? 2. Identify overall trends around national employee engagement and the factors impacting engagement levels (e.g. through existing surveys/ reports), and recommend key areas to target to increase engagement levels

1. Ability to conduct research using a mix of primary and secondary materials 2. Ability to analyse economic trends, especially those pertaining to changes in the labour force

Championing Human Potential for a Thriving Singapore Singaporeans are at the heart of what we do. The Ministry of Manpower (MOM) empowers our people and fosters a thriving, inclusive workforce that drives Singapore's growth and prosperity. By working closely with our tripartite partners, industry and community stakeholders, we strive to create workforce and workplace policies that foster resilience, adaptability, and a bright future for a thriving Singapore. As an MOM officer, you will be part of this meaningful mission, contributing across diverse and impactful areas - from shaping forward-looking and effective manpower policies and strengthening industrial relations, to enhancing workplace safety standards and ensuring balanced local and foreign workforce regulations. Here at MOM, we are committed to creating an inclusive experience not just for our national workforce, but also for our officers who work tirelessly to champion human potential for a thriving Singapore.