Singapore to fund businesses sending staff on international assignment

SINGAPORE – A new S$16 million initiative by Workforce Singapore promises to catapult Singaporean professionals into the global arena. Announced by Manpower Minister Tan See Leng, the Overseas Markets Immersion Programme is designed to help local firms and employees conquer international markets and foster a globally competitive workforce.

Dr Tan said the programme seeks to build not just the “know-how” but the “know-who” of Singaporean talent – giving them a critical edge in today’s interconnected world of business.

Under the OMIP, up to 250 Singaporean employees with little or no overseas market experience will have the opportunity to gain invaluable exposure over the next two years. The government’s subsidy will cover 70% of employees’ salaries and overseas allowances, capped at S$5,000 and S$3,000 per month respectively.

In total, companies can secure up to S$72,000 per eligible individual to encourage businesses that might be hesitant to invest in such postings.

The Singapore Business Federation – the programme’s inaugural partner – will work closely with participating firms to craft robust 24-month career development plans. These plans must include quantifiable short-term performance targets, ensuring employees hit the ground running upon their return.

Tackling reluctance, cultivating rewards

Dr Tan highlighted common hurdles that employers face when considering international assignments for their top employees. These include concerns about costs, talent poaching, and employees’ apprehensions about family needs or adapting to foreign environments.

However, Dr Tan drew from personal experience to champion the programme’s merits. Recalling his formative stint at the Mayo Clinic, Dr Tan recounted how exposure to new operating models and cultural mindsets had profoundly shaped his career.

“The training, the exposure, the thinking and the ethos of how to approach continuous improvement, what they looked at in terms of their operating model, was something that I took away that could last my entire life,” Dr Tan said.

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As businesses increasingly look to branch out, OMIP aims to bridge a glaring gap: Singaporeans’ underrepresentation in global leadership roles. The programme complements existing initiatives such as the Global Business Leaders Programme by the Economic Development Board, which targets senior leadership. Together, these schemes form a pincer strategy to elevate Singaporean talent on the world stage.

Firms must be Singapore-incorporated and commit to comprehensive administrative requirements, including submitting detailed training plans. Employees, on the other hand, must be Singapore citizens or permanent residents earning a minimum fixed monthly salary of S$4,000 during their overseas tenure. They should also have minimal prior exposure to their new roles or markets, ensuring the programme genuinely expands their horizons.

The initiative, however, isn’t limited to new hires. Existing employees can benefit through job redesigns or reskilling efforts. Mid-career professionals are also encouraged to step out of their comfort zones, with criteria tailored to ensure meaningful career progression.

Industry backing for OMIP

Support from 17 trade associations and chambers, including the Singapore Manufacturing Federation, underscores OMIP’s potential impact. The scheme is poised to send a ripple of transformation through Singapore’s business ecosystem.

“[More] than 100 companies with internationalisation plans, and their local employees, will stand to benefit from [OMIP],” WSG and SBF said.

By subsidising risks and facilitating structured training, the programme aims to create a virtuous cycle where local talent gains world-class expertise and companies build stronger footholds abroad. For firms and employees alike, OMIP gives them a chance to reap the long-term rewards of global business exposure.

Also Read: The challenges of hiring AI talent

Who qualifies for international assignment under OMIP?

The Overseas Markets Immersion Programme is a finely tuned initiative that balances opportunity with accountability. Here’s a breakdown of the key eligibility requirements for each stakeholder:

For companies – the foundation for growth

To qualify for OMIP, companies must:

• Be Singapore-incorporated. Only entities registered in Singapore are eligible, ensuring local firms are prioritised.
• Offer a solid salary package. Employees posted overseas must earn a fixed monthly salary of at least S$4,000.
• Commit to structured career development. Firms must submit a 24-month career progression plan with measurable short-term performance goals. This ensures overseas stints are not just a sabbatical but a stepping stone for employees’ careers.
• Collaborate with WSG or SBF. Administrative processes, including application management and training plans, must align with programme guidelines.

For employees – stepping out of comfort zones

The programme is tailored for Singapore citizens or permanent residents keen on gaining global exposure. To qualify, they must:

• Meet age and education criteria. Be at least 21 years old and have completed National Service (for males) or graduated from an educational institution at least two years prior.
• Avoid conflicts of interest. Employees must not be shareholders of the company, related to its owners, or already participating in other WSG-funded programmes.
• Be ready to reskill. Existing employees transitioning into new roles must undergo significant job redesign or training.

Mid-career professionals or new hires have additional requirements:

• For current staff. Must have been employed by the company for at least one year and hold a permanent or contract position. The new job scope must reflect significant reskilling needs.
• For new hires. Roles must be clearly defined, distinct from prior jobs, and offered on a permanent or contract basis of at least 12 months.

For trade associations and chambers – catalysts for collaboration

With 17 industry bodies already backing OMIP, trade associations and chambers play a pivotal role. They act as liaisons, rallying companies within their sectors to participate while aligning collective efforts with OMIP’s broader objectives.