ABSTRACTThe success of Singapore lies largely in its efficient and effective public sector which had formulated policies that spurred economic growth and improved standards of living and public services over the past 58 years. Singapore has undergone a remarkable transformation through a combination of strong public service leadership, good governance and pragmatic policies. To stay ahead and remain relevant in the operating milieu, the public sector must ensure effective talent management strategy and consider leadership developments for the competent employees with most potential for succession planning. Successful talent management and leadership development is achieved by balancing knowledge-exchange, action, reflection and alignment. For the public service to be staffed by the best talented leaders, the Singapore government has intervened by establishing a variety of talent programmes or schemes. These leadership development schemes targeted at selected individuals being identified at an early stage of their career and are developed further through scholarships, trainings, job rotations, mentorships, projects etc. to become future leaders. This chapter examines how over the years, as the Singapore public service embarked on reforms at different stages of the country’s development, these schemes have also adjusted and refined, gradually shifting away from an exclusive qualifications-based approach to a more inclusive skills-based approach, especially towards attracting mid-career switchers with diverse experiences outside the service to be groomed as leaders.Keywords: Public Sector, Leadership Development, Singapore, Citizen-centric, Future-ready124
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