Getting “AI-Ready”: A Guide on What Tools and for Which Industry

Your questions about getting AI-ready answered

How “AI-ready” are Singaporean companies and workers?
How can the Singapore workforce bridge the “AI-ready” gap?
What AI tools are employers seeking?

Speaking at a National Trades Union Congress (NTUC) conference recently, Deputy Prime Minister (DPM) Gan Kim Yong flagged that both Singaporean workers and employers needed to “move forward together into the new technological era”, and become “AI-Ready.”

He shared how beyond geopolitics, technological change will define the next phase of Singapore’s economy.

“AI, automation and digitalisation are transforming industries – from logistics and healthcare to finance and manufacturing.”

DPM Gan reiterated that employers would need to strengthen support for mid-career workers undergoing transition. They can also reach into new growth areas, such as the green economy, digital services and advanced manufacturing, where new jobs are emerging.

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But with new jobs will come requirements for new skill sets, he acknowledged.

As such, part of the challenge for both employers and workers will be to identify where new skills will be needed, and design policies and programmes that are better aligned with what is happening in workplaces.

We spoke to Foo See Yang, Managing Director and Strategic Business Group Head at PERSOL Singapore, who agreed with the sentiments and observations DPM Gan made. He added: Becoming “AI-ready” is less about turning everyone into a technical expert, and more about ensuring the workforce understands how AI will change the way work is done.

“AI adoption is not something that will happen overnight, but its impact is already being felt across industries.”

“This also reflects what we’re seeing across the region, where employers are placing increasing value on adaptability, analytical thinking, and learning agility as roles continue to evolve alongside technology.”

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“The earlier employers and workers start engaging with AI tools and concepts, the more confident and resilient the workforce will be.”

But how “AI-ready” are Singaporean companies and workers?

Compared to many markets, Singapore is relatively advanced in awareness, See Yang believes.

Most companies and workers understand that AI will play a bigger role in the workplace, and there is openness to learning.

“However, there is still a clear gap between awareness and actual confidence in using AI tools in day-to-day work”, he revealed.

Across Singapore and the wider Asia-Pacific region, employers are increasingly expecting digital and analytical capabilities as baseline skills, even in roles that are not traditionally technical, according to See Yang.

“Many employers are looking for talent who can apply AI to improve efficiency and decision-making, even in non-technical roles.”

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“On the other hand, many workers and jobseekers are still unsure how AI fits into their current jobs, particularly in functions like HR, operations, finance, or administration.”

The gap, he added, is less about willingness, and more about practical exposure and clarity.

How can the Singapore workforce bridge the “AI-ready” gap?

Employers can help by making AI part of everyday work, rather than treating it as a separate or one-off training topic. Providing access to tools, encouraging experimentation, and allowing time to learn are important signals of support.

For employees and jobseekers, the key is to start small and stay consistent, See Yang prescribed.

Rather than aiming to master everything at once, learning how AI can support specific tasks in their current roles can already make a difference.

At a broader level, collaboration between employers, training providers, and policymakers helps ensure that skills development remains practical, accessible, and aligned with real workplace needs.

Even See Yang needed to get on board the AI train for his role at PERSOL.

“Yes, my role has increasingly shown the value of AI as a support tool!”

“Like many professionals, I didn’t start with a clear roadmap — it was very much a process of trial and error.”

“I began by using AI to help with research, organising information, and improving efficiency in routine tasks.”

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“What stood out to me is that AI doesn’t replace judgement or experience – it complements them.”

The learning journey has been gradual, and it reinforced for him the idea that AI readiness is about being open to new ways of working, understanding limitations, and knowing when human judgement is still essential.

“That mindset shift has been just as important as learning the tools themselves,” See Yang concluded.

So, what’s next for you when it comes to AI and your industry?

Keen to learn more? Read these articles below, as we delve further into understanding AI in the workforce and answering the following questions:

What AI tools and proficiency-level are employers in various hiring industries seeking in their job descriptions (JDs)?
What percentage of applicants for roles in these industries have the necessary proficiency for these tools?
What are various industries likely to develop in the coming years when it comes to integration or creation of AI work processes, and what other tools will become necessary to pick up?
Even for employment specialists in this industry: What AI tools are they familiarising themselves with to improve work processes and keep up with industry standards?