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Account manager with exceptional relationship-building skills wins top sales awards through promotion of tailored product solutions in business to business (B2B) environment. Account Executive, ABC Company, 2003 - 2009 Specifically recruited to the leading private mortgage insurance  vendor in the industry due to demonstrated selling performance as well as universally recognized customer relationship skills. Always met or exceeded sales quotas, which like account  volume, increased fourfold as a result of having been  recruited to this position. Universally recognized as #1 or #2 in territory market share (out  of 7 competitive companies), as measured quarterly. Account Executive, ABC Corporation, 2000 - 2003 Through customer-oriented personal  sales, turned around formerly unrepresented territory to  profitability and increased territory's market share. Reclaimed dormant relationships in west Florida territory, which  increased market share ~15% in year 1 and an additional 5% in year 2 (industry leader MGIC lost market share  during those two years).
Developed proprietary protocol for addressing top-10 bank clients  at year end to identify their critical needs, which improved relationships and created a planning framework to support future deals and subsequent organizational growth. Retail Mortgage Account Executive, ABC Confidential, 1998 - 2000 As a 100% commission-based loan officer, developed profitable and tailored  loan packages. Closed 200% of expected loan units in year 1 due to extraordinary  performance and presentation in personal selling and events,  such as sponsoring real estate open houses.
Resourcefully managed 200% of expected paperwork flow and  completion, demonstrating corporate efficiency and service  orientation to customers while maintaining profitability. Promoted rapidly through increasingly responsible positions, and won Employee of the Year Award. Developed and controlled $100,000,000 balance sheet, requiring budget analysis, compensation, capital expenditures, and mortgage servicing portfolio assessment. Identified and implemented processes to facilitate large-scale conversions from antiquated systems to new banking technology. Great Resumes Fast is a professional resume writing and interview coaching firm that assists job seekers at every level secure interviews and job offers.
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Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. Clipping is a handy way to collect and organize the most important slides from a presentation. The Singapore society is obsessed with paper qualifications which determines its bearer’s job progression and set a glass ceiling to their career potential.
Even in the army, we see leadership qualities, capability to perform under pressure, strategic thinking and personal fitness take a back seat when it comes to comparing qualifications.
Never mind that you are more wimpy, less likeable as a leader, cracks under pressure and can’t run to save your life. With such precedent set by the public sector, how else would you expect Singaporeans to interpret and react? Similar to our government, the Scottish government also uses the meritocracy narrative and university degrees in Scotland are free for Scottish students (I am so envious of our Scottish friends). In a recent Facebook post discussion, a Scottish friend of mine shared about the stark difference between how Scottish folks and Singaporeans view education. But in Scotland, there is a detachment in people’s minds between education and occupation.
As Singapore evolves and its economic environment becomes more dynamic and complex, the demand for a wider range of skills, competencies and expertise will increase. Our education system now question the skills and competences that our youths require to adapt and succeed in this fast shifting global arena.


It is also high time for us to acknowledge and accept that there are other non-degree routes to success. In the public sector, it has traditionally placed significant emphasis on paper qualifications, and there are usually different starting salaries and career paths for degree- and non-degree holders. A sea change is needed, but we are off to a good start with Prime Minister Lee saying this of the civil service in his National Day Rally speech. Over at the National Trades Union Congress (NTUC), it has been pushing for performance-based equal employment opportunities for over a decade.
Through the years, NTUC has implemented a variety of different programs and initiatives to charge changes at the organizational level, as well as to train and better equip workers with skills so that they can have an equal share of the progression pie. For unionized companies, the Labour Movement has been working with employers, especially during Collective Bargaining to define career progression without necessarily tagging to educational qualifications, and fighting to include these into the Collective Agreements (CAs). To prepare and empower Polytechnic and ITE graduates to thrive in the economy of the future, the Applied Study in Polytechnics and ITE Review (ASPIRE) Committee has been formed to review and recommend enhancements to the applied education model at the Polytechnics and ITE. Chaired by Ms Indranee Rajah, Senior Minister of State, Ministry of Law and Ministry of Education, the Committee will look at enhancing career and academic progression prospects for Polytechnic and ITE graduates through the strengthening of industry linkages to provide work-relevant training for students, enhanced educational and career guidance, and pursuit of industrial research, innovation and enterprise activities that support the Polytechnics and ITE’s academic mission.
The review, which will involve the industry, students and other stakeholders, aims to present recommendations that will create significant impact for our Polytechnic and ITE system of education, and to better equip our young people to seize opportunities in the future. They strive to integrate an individual’s personal strengths and  interests with suitable skills and eventually practise as their occupation. To send a ripple effect and influence a perspective change amongst Singaporeans, the change needs to come from our government ministries, statutory boards and agencies.
The mindset of choose the course of study based on future career aspirations will start to change when employers open themselves to hire graduates from totally unrelated disciplines. From home, parents must be open to their children’s preferred choice of education pathway, course specialisation and look beyond equating education to occupation. Together, we can break out of this education caste system and allow ‘One Race To The Top’ for all Singaporeans!
AspirantSG will not be liable for any errors or omissions in this information nor for the availability of this information.
Routinely exceeds quotas and drives market share to #1 or #2 positions due to keen ability to understand clients' specific needs. Top  status directly attributable to customer orientation,  including constant accessibility and outstanding service.
Prospected  for and farmed new customers in banking industry to develop  large-scale corporate relationships.
They create dynamic, best-in-class resumes and cover letters that consistently deliver results. Our Director of Marketing will build a creative,integrated, multi-channel marketing department that builds brand awareness and reputation,provides a steady flow of sales leads, and measures the return on marketing programinvestments. Our Human Resources folks derive great satisfaction from making quick works of their staff career potential classifications based on their education qualifications and grades. For decades, our government placed great emphasis on education achievements when it take its pick from our fresh local graduates. It is interesting to note the difference in price tag between a Lieutenant with Diploma and a Lieutenant with Good Honours and Above.
You deserve $1,500 more every month just because you graduate with a Good Honours Degree from a recognised university. Gosh, I hate to be following such an officer during wartime.
There are other skills and courses that an individual can do to develop their craft which may require a specific degree in a subject area, or it may not.
Gone are the days where our education system churn out batch after batch of model Singaporean worker prototypes and direct our youths to courses to fill specific labour gaps in the market. Multiple educational pathways are now created to cater to the different strengths and interests of our students.
Just as we accord a high level of respect for MBA-armed CEOS, we should also realize that skilled technicians, highly trained mechanics, talented craftsmen, accomplished artists, or anyone who has honed his craft to an exemplary level, deserve our respect too.


These initiatives may not be called ASPIRE, but they are definitely effort to help workers climb up the career ladder, regardless of the academic qualifications they hold. For instance, through the implementation of Skills Redevelopment Programme and Job Redesign Programme, the labour movement has reviewed and redesigned jobs and also re-skill workers so that there is improved employment opportunities for all. Almost a decade old, the WSQ unlocks avenues for workers to obtain nationally recognized and industry-relevant qualifications. They should not only give students the means to access a job after graduation, but a meaningful career and lifelong learning pathway. Employers may be pleasantly surprised by the fresh perspectives brought in by graduates who are not trained specifically in the particular field. Listen to your child and find out where his or her interest lies, they are more likely to do well in a subject they love than one which they loath.
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Industry technical expert uses all available information sources, especially personalized consultations. Great Resumes Fast also offers writers with specialization in Federal Resume Writing, Executive Level and C-Suite, Information Technology, Sales and Management. Every parent pinned high hopes on their children to graduate from University and become a doctor, lawyer or banker (so typical).
It is no secret that only 2nd Uppers Honours Degree Honours eventually get hired into ministries, statutory boards and agencies. We like to go for courses such as Medicine, Law, Banking & Finance or Engineering which gets us to high paying jobs once we graduate.
They are encouraged to do a degree in subjects that interests them and that will stimulate their personal growth as an individual.
We recognise the fact our children do not progress at the same pace when it comes to education. As such, polytechnic & ITE should not be seen as being inferior compared to the university education. This results in leveling the playing field relatively, so that even those who are not highly educated or degree holders have a chance to advance professionally. For example, a marketer who major in psychology may be able to engage consumers better through utilising psychology theories rather than executing the usual run on mill marketing campaigns. If your child lack the academic inclination and end up in The Institute Of Technical Education (ITE), that’s it for his or her life.
While we celebrate and push those who are academically inclined to go further, we must offer opportunities for late bloomers and less privileged to have a chance to catch up and compete on equal grounds at a later stage. The WSQ develops skills and education framework that are industry-specific, and focuses on the development of job-based skills and competencies. Industries that the WSQ has covered include Aerospace, Community and Social Services, Floristry, Healthcare Support, InfoCommunications Technology, Security, Marine Workplace Safety and Health, Tourism Management, etc. Labour MP Patrick Tay has recently also been advocating that the WSQ be expanded to include a greater PME focus.



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