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The Future of Work will be confronted and enabled by new and emerging technologies. We may debate the rate and degree of manpower replacement, but what we know is this: Things will change.

The best way to support our citizens is to improve their flexibility and help them to embrace a mindset of continual learning and application. Our goal is to turn passive students of knowledge to proactive learners who develop critical learning skills.

In the age of disruption, those who succeed are likely to be skilled in a myriad of areas, particularly in soft skills. Even as individuals constantly upskill, the reality is, skills have shorter “shelf life”.

Thus, individuals have to experiment with their learning and make informed decisions on achieving skills mastery. Organisations need to support and recognise the acquisition of these skills.

We invited developers, designers, educators, and students to become architects of the Future of Learning and co-create with other people who wanted to do things differently!

The SkillsFuture Singapore Hackathon 2018 invites you to create solutions to help Singaporeans embrace a mindset of lifelong learning, discover their full potential in building deep skills, and achieve their aspirations.


Challenges

Learn more >

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Learning as a Community

How might we inspire and empower individuals to learn from and with their peers?

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Adaptive Organisations

How might we enable organisations to adapt and integrate learning?

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Track & Benchmark

How might we support new ways of learning with tracking and benchmarking tools?


Key Dates

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Pre-Hackathon Workshop

Monday, 14 May

Join the discussion on the Future of Learning!

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SkillsFuture Singapore Hackathon 2018

Saturday-Sunday, 19-20 May

Consult expert mentors, prototype your solution, and pitch to our judges!


Prizes

 
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$5,000

First Prize

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$3,000

Second Prize

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$2,000

Third Prize

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$1,500

Merit Prize

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$1,000

People's Choice

 

Challenges

Learning as a Community

How might we inspire and empower individuals to learn from and with their peers?

Shifting away from a traditional classroom model of learning, peer-to-peer and decentralised learning platforms present opportunities for the access to learning through mediums that people use every day.

The knowledge exchange creates value by leveraging shared expertise and resources contributed by the community as well as the learner himself or herself. Early adopters can lead with their “pro-sumer” (professional consumer) contributions.

The threshold of learning is also reduced – these platforms are easy to join and use through better design (for example, gamification, user interface, etc.).

 

Adaptive Organisations

How might we enable organisations to adapt and integrate learning, such that the way we work becomes the way we learn?

As the demands of the workforce evolve to a culture of growth and engagement with meaningful tasks, organisations are challenged to provide customised – even personalised – training opportunities for their employees.

This will require aligning workplace demands with the aspirations, passions, needs, and preferred ways of learning of individuals.

Individuals have access to platforms and tools that provide the necessary knowledge “just in time” to perform a specific task or assignment and are flexible enough to overcome the perennial employee complaint – lack of time.

 

Track & Benchmark

How might we motivate and support new ways of learning with tracking and benchmarking tools?

As we establish new pathways of success, we must also build the appropriate infrastructure to support the ecosystem of individual employees and their organisations, entrepreneurs, and government. For example, with informal learning, a new system to track and reward both contributors and learners will need to be designed.

New ways of acknowledging and conferring credentials – supplementing present-day formal accreditation systems – can encourage organisations to hire based on capabilities rather than paper qualifications. It can also promote adaptive accumulation of skills by individuals and help them understand where they are on their path to skills mastery.

Such decentralised forms of learning, tracking, and benchmarking can be made possible by new and emerging technologies such as blockchain and AI. Big Data coupled with a Design Thinking mindset enables organisations to continuously experiment, validate, and innovate.