Discover how career visibility and structured growth paths help companies boost retention, engagement, and upskilling—using OSS's success with JobKred’s skills assessment platform as a real-world example.
In today’s volatile job market, where skill requirements evolve rapidly and employee expectations shift just as fast, talent retention is no longer just about compensation or perks. It's about clarity. More specifically, it's about career visibility—employees knowing where they stand, what they need to grow, and where they can go next.
A lack of this visibility creates frustration, stunts motivation, and ultimately drives attrition. In contrast, companies that provide transparent, personalized growth paths foster deeper engagement and higher retention. One company that exemplifies this shift is Oilfield Services & Supplies Pte Ltd (OSS), a forward-thinking industrial manufacturer that reshaped its workforce strategy through JobKred’s skills assessment platform.
Let’s explore how OSS's approach holds valuable lessons for every business looking to future-proof their workforce.
For decades, many organizations managed talent with a one-size-fits-all model. Employees were hired into roles, assessed via annual reviews, and offered learning opportunities often disconnected from their actual responsibilities. But as work became more dynamic and global, cracks started to show.
Employees began asking:
When answers are unclear, employees look elsewhere. According to recent studies, lack of career progression is among the top three reasons employees leave their jobs—especially in mid-career stages. In contrast, when people see a future in the organization, they're far more likely to invest their time and energy.
OSS is a Singapore-based manufacturer supporting the oil and gas industry, with 250 employees across six countries. Like many global manufacturers, OSS faced challenges:
Recognizing the risk of stagnation—and potential turnover—OSS turned to JobKred.
By implementing JobKred’s skills assessment platform and integrating the SkillsFuture Skills Profiler, OSS launched a six-week initiative that delivered high-impact results:
If OSS could implement these changes in six weeks, any organization can begin the journey. Here’s what it takes:
Use tools like a national or industry skills framework to map existing roles and expectations clearly.
Offer employees easy-to-complete skills assessments that show current proficiencies and identify gaps.
Generic training won’t cut it. Tailor learning to each employee’s role and growth goals using platforms that recommend specific courses or certifications.
Build career pathways that employees can visualize—from their current role to the next and beyond. Tools like a talent marketplace platform make this process interactive and data-driven.
Track certifications, celebrate growth, and consider internal hiring before seeking external candidates. Nothing builds loyalty like internal promotion.
In an era where job-hopping is the norm and skills become obsolete in less than five years, retention is no longer a passive metric—it's a strategic advantage. Career visibility isn't just a “nice-to-have.” It’s a must-have for modern workforce strategy.
Companies that prioritize growth pathways not only retain top talent, but also create a learning culture where people thrive, develop, and future-proof their careers.
If you're still relying on outdated org charts and generic training programs, you’re not just behind—you’re bleeding talent.
The good news? You don’t need to reinvent your entire system overnight. Start small, as OSS did. Audit your job roles. Identify the gaps. Give your employees a map—and the tools to walk it.
The result? Talent that doesn’t just arrive. Talent that stays.
