Southeast Asia · Case study

PSA Singapore, Workforce Training for the Tuas Port Transition

Singapore (PSA Singapore terminals, including Tuas Port)2022 to 2025 (Tuas Port operations began in September 2022)

PSA Singapore (PSA SG) operates the container terminals of Singapore and has a workforce of more than 10,000 employees (PSA SG, 2026). Its new Tuas Port began operations in September 2022 (PSA SG, 2026). Automation at Tuas changes the skills that port jobs require. PSA SG uses training and structured learning pathways to move existing employees into new roles rather than replace them (PSA SG, 2025; 2026).

Approach

Minimum training target. PSA SG sets a target of at least 16 training hours per employee per year (PSA SG, 2025; 2026).

Automation qualifications with a public training institute. Employees can take a Work-Study Diploma in Port Automation Technology, jointly developed with PSA University, the company's training arm, and Singapore's Institute of Technical Education. PSA SG also runs Automation Simulator Training and a Thriving in a Digital Workplace program (PSA SG, 2025; PSA International, 2025).

Training in emerging domains. Staff receive training in artificial intelligence, robotics, digitalization, IT, cybersecurity and sustainability (PSA SG, 2025; 2026).

Environmental literacy. The Greenfish e-learning series builds environmental knowledge across the workforce. The Greenfish II module in 2024 covered renewable energy options (PSA SG, 2025; 2026).

Pathways into supervision. The 4E Programme (Engage, Encourage, Expand, Enhance) prepares employees for supervisory roles through outreach and structured training courses (PSA SG, 2025).

Results

PSA SG reported an average of 45 training hours per employee in 2024 and 43 hours in 2025, well above its 16 hour target (PSA SG, 2025; 2026). Over 1,300 employees had moved into new roles by the 2024 report, and over 1,700 by the 2025 report (PSA SG, 2025; 2026). At group level, PSA International reported an average of 34 training hours per employee in 2024 (PSA International, 2025).

Transferability

DMC ports that are automating terminals can use this approach to retain and redeploy existing staff. Useful elements are a published minimum training target with annual reporting, a recognized qualification in port automation developed with a national technical education institute, simulator training before staff move to new equipment, and a defined pathway from operations into supervisory roles.

Sources

All information used for this case study was based on publicly available resources.