Mentorship Support Grant (MSG)

"Get Started"

Strategic Focus

Name *

First

Last

Company Name *

Company Logo *

Max file size: 20MB

Vision and Mission

Vision and Mission *

Vision Statement

A vision statement outlines an organization's desired future state or long-term aspirations.

Example Vision *

Co C is Southeast Asia’s largest used car marketplace.We transform traditional way of buying and selling cars through innovative technological solutions.

Custom Vision *

Mission Statement

A mission statement defines an organization's purpose, what it does, and its approach to achieving goals, typically focusing on the present.

Example Mission *

Co C transforms traditional buying and selling cars experience by offering a trustworthy and transparent experience, enabled through proprietary pricing algorithms, AI enabled capabilities and innovative technological solutions. We focus on the automotive ecosystem with business operations in retail, insurance, aftersales and financing. Co C is headquartered in Singapore and currently present in 7 markets including Singapore, Malaysia, Indonesia, Thailand, Japan, Taiwan and Hong Kong.

Custom Mission *

Financial Objectives and Key Results (OKR)

Financial Objectives and Key Results (OKR) *

Financial OKR 1: Revenue Growth and Business Model Innovation

Financial OKR 1 Focuses on expanding the organization's top-line performance through new revenue channels.

Example Financial OKR 1 *

Increase net revenue in emerging markets by 20% through localized product offerings.

Custom Financial OKR 1 *

Responsible Personnel for Financial OKR 1

Select the personnel who will lead the execution of revenue growth initiatives.
This includes driving product launches, managing go-to-market activities, and ensuring monetization targets are achieved.
This role coordinates cross-functional teams and is directly responsible for delivering revenue outcomes.

Responsible Personnel - Financial OKR 1 *

Financial OKR 2: Cost Optimisation and Operational Efficiency

Financial OKR 2 focuses on bottom-line improvement through efficiency and cost reduction.

Example Financial OKR 2 *

Improve gross margin by 5% through supply chain optimization.

Custom Financial OKR 2 *

Responsible Personnel for Financial OKR 2

Select the personnel who will lead the execution of cost optimisation initiatives.
This includes managing cost-reduction projects, automating core processes, and consolidating systems.
These personnel ensures initiatives are delivered on time and within scope to achieve targeted savings.

Responsible Personnel - Financial OKR 2 *

Customer Objectives and Key Results (OKR)

Customer Objectives and Key Results (OKR) *

Customer OKR 1: Customer Experience and Satisfaction

Customer OKR 1 focuses on making the customer experience exceptional.

Example Customer OKR 1 *

Increase customer satisfaction ratings by 25%.

Custom Customer OKR 1 *

Responsible Personnel for Customer OKR 1

Assign the personnel who will lead the delivery of customer experience improvements.
This includes implementing onboarding enhancements, driving self-service upgrades, launching Voice-of-Customer (VoC) programs, and improving service responsiveness.
This role ensures KPIs like NPS, CSAT, and CES are achieved.

Responsible Personnel - Customer OKR 1 *

Customer OKR 2: Customer Acquisition and Behavioral Growth

Customer OKR 2 focuses on scaling the customer base and maximizing engagement behaviors.

Example Customer OKR 2 *

Expand customer base by 30% in Tier 2 cities.

Custom Customer OKR 2 *

Responsible Personnel for Customer OKR 2

Assign the personnel who will lead the execution of acquisition and engagement initiatives.
This includes overseeing targeted campaigns, driving conversion programs, managing reactivation strategies, and coordinating referral and segmentation efforts.
They are accountable for achieving growth metrics across customer touchpoints.

Responsible Personnel - Customer OKR 2 *

Process Objectives and Key Results (OKR)

Process Objectives and Key Results (OKR) *

Process OKR 1: Cross-Functional Coordination and Decision-Making

Process OKR 1 focuses on improving team-to-team process collaboration, speed, and alignment.

Example Process OKR 1 *

Reduce customer wait times by 20% to boost service efficiency.

Custom Process OKR 1 *

Responsible Personnel for Process OKR 1

Select the individuals who will drive the implementation of cross-functional improvements.
This includes facilitating planning cadences, managing shared knowledge systems, and ensuring teams follow consistent coordination protocols.
These personnel ensure timely execution of joint deliverables and workflow alignment.

Responsible Personnel - Process OKR 1 *

Process OKR 2: Standardization, Monitoring, and Quality Control

Process OKR 2 focuses on improving process integrity, repeatability, and audit-readiness.

Example Process OKR 2 *

Automate 50% of manual QA processes to increase operational scalability.

Custom Process OKR 2 *

Responsible Personnel for Process OKR 2

Assign the individuals who will lead the execution of process standardization and quality control efforts.
This includes documenting workflows, implementing audit mechanisms, improving SOP compliance, and facilitating quality assurance practices.
These personnel ensure process integrity and repeatability across units.

Responsible Personnel - Process OKR 2 *

Organization Capabilities

Organization Capabilities *

Organization Capability 1: Leadership Development and Cultural Alignment

Organization Capability 1 focuses on shaping leadership culture and values.

Example Organization Capability 1 *

Enhance core product features (e.g., latency, battery life, size) by 15% to solidify our competitive advantage.

Custom Organization Capability 1 *

Responsible for Organization Capability 1

Select the individuals who will drive the implementation of leadership development and cultural initiatives.
This includes managing succession planning, running values workshops, launching coaching programs, and monitoring engagement metrics.
They are accountable for day-to-day execution and milestone achievement.

Responsible Personnel - Organization Capability 1 *

Organization Capability 2: Capability Building and Workforce Enablement

Organization Capability 2 focuses on building practical skills, systems, and measurable development progress.

Example Organization Capability 2 *

Strengthen cross-functional collaboration to accelerate innovation cycles by 15%.

Custom Organization Capability 2 *

Responsible for Organization Capability 2

Appoint the individuals who will lead the delivery of training, onboarding, and capability-building programs.
This role ensures training hours are met, certifications are completed, knowledge platforms are launched, and cross-functional learning milestones are achieved.

Responsible Personnel - Organization Capability 2 *

Preview your Matrix

* Indicates required field

Email for us to Revert *

Submit

Full Sections

What is MSG?

The Mentorship Support Grant (MSG) is an enterprise-level initiative backed by SkillsFuture Singapore. It supports companies to embed structured workplace learning by:

Developing On-the-Job Training (OJT) blueprints for 3 key job roles
Bridging competency gaps through Training Needs Analysis
Building sustainable internal mentorship systems

About WPL and NACE

Aligned with Singapore's National Workplace Learning Framework

At 8nalytics, our mentorship model is built on Singapore's Workplace Learning (Wpl) Framework, developed by the National Centre of Excellence for Workplace Learning (NACE).

Wpl Framework

The Wpl framework supports six key areas that help build a learning organisation:

Leadership: Build a culture that champions learning
Strategy: Link skill development to business goals
Planning: Structure learning around real world tasks
Training Needs Analysis: Identify gaps and new skills needed
Environment: Create space and support for growth
Implementation and Processes: Deliver learning through real systems.

3 Projects to Build Workplace Learning

Development of OJT Blueprint

Capture and document the skills, knowledge and best practices from experienced staff in two key roles.

Learn More

Training Needs and Skills Gap Analysis

Identify where the team is lacking in capabilities, and build learning roadmaps to close those gaps.

Learn More

Development of Workplace Learning Mentoring Plan

Design a workplace mentorship system embedded in real work processes.

Learn More

Consultancy Service	Duration
Development of OJT Blueprint	20 Contract Hours 4 to 6 weeks
Training Needs and Skills Gap Analysis	40 Contract Hours 12 to 20 weeks
Development of Workplace Learning Mentoring Plan	80 Contract Hours 12 to 24 weeks

Border Sections

Conducted by Dr Nina Tan

All MSG-supported projects are conducted by Dr. Nina Tan (PMC, FCA, PhD, MBA, DACE, ACTA) at 8nalytics, a certified Workplace Learning Consultant.

Under her leadership, 8nalytics has been recognised for delivering impactful, grant-optimised programmes that align with national initiatives such as SkillsFuture, Workplace Learning and Mentorship Support Grant (MSG) schemes.

The firm has helped numerous organisations build resilient, future-read teams through tailored learning journeys and embedded mentoring.

Contact Dr Tan

Cell Sections

Testimonials

Looi Qin En

Co-Director, Glints

Dr. Nina Tan adopts a hands on practical approach whilst applying her business acumen and professional advisory skills that enabled business insights on our operational performance.

Mr SK Chou

Co-Director, Ta-Ching

8nalytics has been most professional, offering helpful business advise and responding to our enquiries with utmost efficiency.

Khoh Wan Chin

Co-Director, Sunday Folks

8nalytics led by Dr. Nina Tan has facilitated the development of our HR Performance Management capability by providing a useful toolkit consisting of performance management manual, performance appraisal templates and flowchart system and processes.

Brenda Liao

Co-Director, Easmed

Team at 8nalytics provided a toolkit consisting of user friendly financial budgeting templates, digitalized the KPIs tracking and fine-tuned our financial reporting processes. We now have a rigorous system to manage our business performance.

SMU Academy, Tan Juen Jin, Lionel

Tan Juen Jin, Lionel, Manager, Avago Technologies International Sales

I would recommend this course to new business leaders who have been appointed to lead teams. This course provides valuable insights for leaders into how to utilize the talent and strengths within their teams to maximize the team's potential.

SMU Academy, Annie Kazia Chua

Annie Kazia Chua, CEO, ICF International

This course provides the essential tools and appropriate activities to Build a High-Performance Team! Definitely a MUST-attend course for all leaders out there.

SMU Academy, Ivan Adrianto Widjaja

Ivan Adrianto Widjaja, Manager, Tech - Software (e-Station), AXS Pte Ltd.

The course broadened my perspective and provided detailed insights into my strengths.. It established a framework and equipped me with tools to enhance my thinking and transform into a successful leader. The course struck a good balance between theory and simulation, allowing for practical application. Additionally, SMU offered excellent and conducive facilities that contributed to a comfortable learning experience.

SMU Academy, Ang Tiat Leong

Ang Tiat Leong, Partner, Clover Group LLP

An action-oriented course that marries theory with a practical simulated exercise. The content is dense but Dr. Nina Tan has simplified it and given us tools to help us, help me, build my high performing team!

FT LIU, Professional Supremacy Corporation

Learning and Development Specialist

Today, at HR Tech Asia 2023, I met Dr. Nina Tan Using AI, she analysed a 1 min video recording of me talking to her and was able to provide a report (within 5 mins) that analysed the words I used and my body language. My highest attribute was TRUST - 45% of the time, the words I used and my body language were able to build trust with the audience.

The wisdom of your spiritual friend can now be determined using technology. Amazing!

CTA Footer

FAQ Sections

How Do Skills Future Grants Work?

Build & Lead High Performance Course Framework

Example: Company-Sponsored (SME)
Course Fee: $2,180
Less: 1.70% Skills Future Subsidy= ($1,526)

Additional Subsidy 20% = ($436)
For employee Age > 40 Years, 20% subsidy from a Mid Career Enhanced
For employee Age < 40, 20% subsidy from enhanced training support

Further defray via Absentee Payroll Funding = 18 hours x $4.50/hour = (S$81)
Total Actual Investment = S$2,180 – ($1,526 – $436 – $81) = Out of pocket S$137

What is your Fee Structure?

What Can I Do with my Matrix?

You can distribute your matrix to key stakeholders who can enhance your organization's growth.
Contact our experienced professionals who can help you achieve the goals in your Matrix.

Connect With Us

Who Owns the Rights to my Matrix?

We own the copyright for our framework but you own can share your customized matrix with key shareholders who can enhance your organisation's growth.

Custom Footer

Footer

Footer Disclaimer

Disclaimer: All content on this website is provided for general informational purposes only and should not be construed as financial, investment, tax, or legal advice. The information on this website does not constitute a recommendation or endorsement to buy or sell any financial instrument or engage in any investment strategy. Readers are advised to consult with a qualified financial advisor or professional before making any investment decisions. By accessing this website, you accept these terms and irrevocably waive all claims against the publisher and its affiliates arising from reliance on the content.

Leadership 360 AI

Leadership 360 AI

Leadership 360 AI

Strategic Focus

Vision and Mission

Financial Objectives and Key Results (OKR)

Customer Objectives and Key Results (OKR)

Process Objectives and Key Results (OKR)

Organization Capabilities

Preview your Matrix

Connect With Us