Forging the way,
with PATH
As part of the Tripartite Workgroup on Human Capital Capability Development (TWG-HC)’s recommendations to strengthen human capital in Singapore, the People-centred AI Transformation for HR (PATH) initiative will help businesses put people at the centre of AI transformation.
As part of the Tripartite Workgroup on Human Capital Capability Development (TWG-HC)’s recommendations to strengthen human capital in Singapore, the People-centred AI Transformation for HR (PATH) initiative will help businesses put people at the centre of AI transformation.
AI offers businesses new ways to improve productivity, innovate and grow. It can also transform work for the better by reducing routine tasks, enabling workers to take on higher-value responsibilities, and creating opportunities to build new skills and progress in their careers.
Realising these benefits, however, takes more than adopting new technology. Businesses also need to consider how AI changes roles, tasks and skills, and how workers can adapt and grow alongside these changes.
HR professionals have an important role to play in this transition. They can help organisations make informed decisions about how work evolves, support workers through change, and translate productivity gains into better jobs and stronger workforce capabilities.
The TWG-HC recommendations recognise the need to make people-centred AI transformation easier for businesses and HR professionals.Today, businesses may need to navigate a wide range of AI solutions, training programmes, funding schemes and advisory support. HR professionals may also need to strengthen their AI fluency and practical capabilities to guide transformation effectively.
PATH brings these pieces together into a clearer, more coordinated pathway, helping businesses move from understanding the potential of AI to applying it in ways that benefit both the business and its workforce.
Understand what AI means for work and the workforce
Practical guidance, resources and insights to help businesses and HR professionals navigate the evolving AI landscape and consider its implications for jobs, roles, skills and workforce practices.
Turn AI opportunities into practical action
PATH AI Starter Kits bring together relevant AI solutions, implementation guidance, consultancy, training and funding support around priority HR use cases.
Initial areas include:
Job redesign is embedded across the Starter Kits, helping businesses consider how AI changes tasks and roles, and how productivity gains can translate into better jobs, stronger capabilities and new opportunities for workers.
For example, businesses can use AI in strategic workforce planning to anticipate how jobs and skills may evolve, identify workforce gaps, and determine whether reskilling, redeployment, job redesign or hiring may be needed.
Build HR professionals’ AI fluency
Training and capability-building opportunities will help HR professionals develop the knowledge and practical skills to use AI effectively and responsibly, while keeping people at the centre of workplace transformation.
Turn AI opportunities into practical action.
How can organisations get started?
Organisations can explore the available Starter Kits and connect with participating solution providers to understand which offering best meets their needs.
Need help
getting started?
HR professionals can also build their job redesign capabilities through IHRP’s Job Redesign capability development workshops or indicate their interest through the WDG(JR+) interest form to find out more and be connected with relevant consultants.
Engage with JRCoE for advanced HR research and job redesign strategies.
Organizations join as corporate partners to collaborate and benefit from various HR resources and networks.
Utilization of the IHRP Playbook, which offers best practices and strategies for HR excellence..
The PATH AI Starter Kit ecosystem will continue to grow, with more solutions and providers coming on board.
Explore how Elitez’s solution can support your organisation’s AI transformation journey.
Explore how JobKred’s solution can support your organisation’s AI transformation journey.
Additional PATH AI Starter Kits and participating providers will be added progressively.
Engage with JRCoE for advanced HR research and job redesign strategies.
Organizations join as corporate partners to collaborate and benefit from various HR resources and networks.
Utilization of the IHRP Playbook, which offers best practices and strategies for HR excellence.
The Explore AI Fluency Skills Badges (Proficient) are industry-recognised micro-credentials developed by IHRP to help HR professionals demonstrate their ability to apply AI effectively, responsibly and productively within real HR work contexts. They were developed by contextualising Singapore’s national AI fluency framework for the HR profession and are organised across 12 HR domains, including General HR, Talent Acquisition, Learning and Development, Compensation and Benefits, Employee Relations, Performance Management, Legal and Compliance, HR Operations and Payroll, Organisational Development, Job Redesign, Strategic Workforce Planning, and Talent Management.
The badges are designed to align with IMDA AI-Fluent Worker initiative. Beyond understanding AI concepts, an AI-fluent worker is expected to integrate AI into day-to-day workflows, apply AI tools to solve business problems, exercise sound judgement when evaluating AI-generated outputs, and use AI responsibly and ethically. The Proficient-level badges therefore assess an individual’s ability to apply AI within the HR functions, critically evaluate AI-generated recommendations, implement AI-enabled improvements, and ensure that human oversight, governance and professional judgement remain central to decision-making.
Unlike many traditional learning credentials that recognise course participation or knowledge acquisition, the AI Fluency Skills Badges recognise demonstrated capability. Learners are required to show that they can demonstrate their learning into practical applications relevant to the HR specialisation and achieve outcomes such as improved productivity, better decision-making, enhanced workforce insights, or more efficient HR processes.
The badges differ from existing credentials in three key ways:
Individuals must demonstrate the practical use of AI rather than solely completing training or passing knowledge assessments.
The competencies are tailored to HR functions and workflows, enabling professionals to develop AI capabilities relevant to their roles and specialisations.
The badges translate IMDA’s AI-Fluent Worker requirements into observable and assessable AI competencies in the HR domain, providing employers with a practical way to identify HR professionals who can leverage AI responsibly and effectively in the workplace.
Ability to apply and evaluate AI tools, data insights, and ethical frameworks to enhance processes and decision-making within the learner’s identified HR specialisation.
Ability to apply and evaluate AI tools to optimise recruitment activities, including sourcing, screening, and selection, ensuring fairness, accuracy, and ethical compliance.
Ability to apply and evaluate AI tools and data insights across the L&D cycle, from diagnosing learning needs to designing, implementing, and evaluating targeted interventions that drive workforce capability and business outcomes.
Ability to apply and evaluate AI tools to generate compensation insights, support salary decisions, and refine rewards-related processes.
Ability to apply and evaluate AI tools to generate case insights, identify patterns, and strengthen Employee Relations processes.
Ability to apply and evaluate AI tools to generate performance insights, highlight trends, and support development planning.
Ability to apply and evaluate AI tools to support compliance monitoring, risk identification, and policy analysis.
Ability to apply and evaluate AI tools and HRIS-enabled insights to enhance operational efficiency, payroll accuracy, and HR service quality.
Ability to apply and evaluate AI tools to generate organisational insights, identify opportunities, and support OD interventions.
Ability to assess AI and automation impacts, apply data and AI-enabled tools to design and implement job redesign strategies, and evaluate workforce, ethical and organisational outcomes.
Ability to develop and apply AI-enabled workforce planning strategies, analyse labour market and workforce data, model scenarios, and translate insights into evidence-based recommendations for strategic leadership decisions.
Ability to validate AI-generated talent insights against strategic priorities, analyse talent market intelligence and workforce data, evaluate talent process effectiveness, and translate evidence-based recommendations into executive-level decisions while ensuring ethical and governance compliance.
Engage with JRCoE for advanced HR research and job redesign strategies.
Organizations join as corporate partners to collaborate and benefit from various HR resources and networks.
Utilization of the IHRP Playbook, which offers best practices and strategies for HR excellence.
