Component 3 Service Scope · For SNEF Pre-Approval Review
How Elitez Pte Ltd
Serves WDG JR+
Elitez Pte Ltd is already pre-approved as a WDG(JR+) vendor. This deck states the specific scope of services we will deliver, the archetypes of project and personas of SME buyers, and the mandatory JRET / HCDT / local-employee outcomes we will produce on every funded engagement — so SNEF can vet our proposals against WSG requirements with full transparency.
Three Outcome Categories
Produced On Every Engagement
For SNEF's vetting purposes, every proposal we submit will produce all three artefacts. The mix-weight depends on the archetype (covered in the next slides).
CFP p4 · mandatory deliverables
JRET — Job Value Increase
Structured, digital self-assessment co-developed by IHRP and WSG. Captures changes in skill complexity, decision authority, automation leverage, and value contribution on each redesigned role.
HCDT — HC Maturity Uplift
IHRP Human Capital Diagnostic Tool. Organisation-level (not job-level). 7 dimensions: workforce planning, talent acquisition, L&D, performance mgmt, career development, rewards, employee experience.
Local Employee Benefit
Evidence that Singaporean / PR employees received skills uplift, career progression, compensation uplift, or improved job quality from the redesign. CPF Form 90 cross-check at proposal stage.
Three Outcome-Led Archetypes · A / B / C
We sell engagements, not products. Each archetype starts with a redesigned-role outcome and delivers a defined product set as the implementation layer. C3 is always bundled with C1 or C2 (or both).
Indicative gross · nett post-70% JR+
Workforce Modernisation Sprint
5 months · S$30K–100K · nett ~S$9–30K
Diagnose 3–5 redesignable job roles via JRET, then deploy AI-infused HR tech + workforce analytics. Outcome anchored on JRET-measured job value increase.
Talent Retention & L&D Stack
8 months · S$60K–120K · nett ~S$18–36K
External experts deliver capability building + onsite mentoring; we deploy the L&D + career-development tech stack. Outcome anchored on HCDT improvement in L&D + career dimensions.
Strategic Workforce Transformation
14 months · S$100K–150K · nett ~S$30–45K
Triple-stack: strategy → capability building → tech deployment. Outcome anchored on JRET uplift across multiple roles + HCDT uplift across all 7 dimensions + clear local-employee benefit narrative.
Workforce Modernisation Sprint
Component 1 + Component 3 · 5 months · JRET-anchored outcome on 3–5 redesigned roles.
S$30K–100K gross
nett ~S$9–30K (post 70% JR+)
Diagnose 3–5 redesignable job roles via JRET-compatible workforce assessment, then deploy AI-infused HR tech + workforce analytics to redesign those roles. Outcome anchored on JRET-measured job value increase.
JRET / HCDT outcomes
Products deployed (C3)
Talent Retention & L&D Stack
Component 2 + Component 3 · 8 months · HCDT-anchored outcome in L&D + career-development dimensions.
S$60K–120K gross
nett ~S$18–36K (post 70% JR+)
External HR experts deliver capability building + onsite mentoring to HR / line managers; we deploy the L&D + career-development tech stack. Outcome anchored on HCDT improvement in career-framework + L&D maturity.
JRET / HCDT outcomes
Products deployed (C3)
Strategic Workforce Transformation
Component 1 + 2 + 3 · 14 months · JRET on 8–12 roles + HCDT across all 7 dimensions + full local-employee benefit narrative.
S$100K–150K gross
nett ~S$30–45K (post 70% JR+)
Triple-stack engagement: workforce strategy → capability building → tech deployment. Outcome anchored on JRET uplift across multiple roles + HCDT improvement + clear local-employee benefit narrative. Pitched as a 14-month strategic partnership.
JRET / HCDT outcomes
Products deployed (C3)
Who Buys Each Archetype
Four prime JR+ personas mapped to the three archetypes. Each profile shows the workforce trigger that opens the conversation and the budget bracket they will commit (nett, post-grant).
Headcount + role-redesign trigger
+ buyer-journey stage
James Tan
CEO / Founder · 50–150 staffLogistics / manufacturing / professional services SME. 15+ yrs industry. Reads Business Times, peer-driven decisions, ROI-focused.
Sarah Lim
HR Manager · 80–200 staffManages 2–3 HR staff handling everything from recruitment to payroll. Active SHRI member, comfortable with HRIS, champions tools bottom-up to CEO.
Kenneth Koh
Director · 60–200 staffF&B / cleaning / traditional services firm. Zero IT department. Relies on accountant + banker for tech advice. Trusts referrals only.
Priya Raj
Growth-Stage Founder · 80–250Founder / co-founder. Closed Series A, prepping Series B or strategic exit. First dedicated People hire incoming. Highly responsive to "A-tier company at our stage" framing.
Scope Discipline ·
PSG / Self-Serve Track
Four personas we deliberately keep out of JR+ proposals (or bring in only conditionally). They route to the parallel PSG / self-serve track instead — preserving JR+ scope integrity for SNEF's vetting workflow.
PSG (50%) or self-pay
conditional JR+ on redesign trigger
David Ng
Finance & Ops ManagerSME at S$5–30M revenue. Team of 4–8 handling AP / AR, reporting, procurement. Methodical buyer, builds detailed comparison spreadsheets.
Michelle Wong
BD Lead · 30–100 staffB2B services firm. Lean BD team of 2–4. Early adopter of sales tools. Wants to scale outreach without adding headcount.
Nicholas Yeo
Marketing Director · 30–150No in-house marketing team. Manages 1–2 freelancers + agency invoices. Pragmatic; runs 60-day pilots; allergic to marketing jargon.
Chen Wei
First-Time Employer · 1–3 staffSole proprietor / agency / e-commerce. Often a foreign founder operating in SG. Has 1–3 employees on payroll, no HR function.
Seven Component 3 Products
Each product maps directly to one of the four Component 3 categories named in CFP spec p6. Every deployment is bundled with C1 or C2 advisory work and produces JRET / HCDT outcomes within a redesigned-role engagement.
Workforce Analytics · Gap Analysis · AI-Infused HR Tech · L&D Systems
Workforce Analytics Platform (Team Pulse)
Aggregates team activity, capability, and capacity signals across redesigned roles. Team-pulse scores feed HCDT employee-experience; capability dashboards inform JRET role-value monitoring.
AI-Powered EVP Dashboard
Codifies the employer-value proposition per redesigned role: career trajectory, skills, market positioning, compensation. Same data drives HCDT employee-experience (internal) and HCDT talent-acquisition (external).
Workforce Skills Market Intelligence
Salary band benchmarking, skills-gap analysis, and talent supply mapping for redesigned roles. Pulls MOM, IHRP, and SkillsFuture data. Validates JRET pre/post deltas against market peers.
Job-Redesign Enablement Tools
AI-infused operational tooling supporting the redesign of ops / admin roles. Automates low-value data-entry; redesigned role focuses on exception management, customer relationships, and capacity planning. JRET pre/post per role.
AI-Powered Employee Relations Dashboard
Real-time visibility into contractual and performance state of every redesigned role. Auto-updates employment terms when roles are redesigned. Surfaces ER signals feeding HCDT employee-experience.
AI-Powered Employee Lifecycle Management Platform
Orchestrates the full arc of each redesigned role: onboarding, skill-progression checkpoints, internal mobility, offboarding. Captures local-employee benefit milestones (skills certs, promotions, comp uplift).
Career Incentive and ESOP Dashboard
Career-incentive dashboard aligned with the redesigned role hierarchy. Equity grants tied to new role tiers. Tangible link between JRET role-value uplift and individual reward. Archetype C only.
Seven products. Four C3 categories. One JR+ stack.
All seven products map to a CFP p6 Component 3 category. Every deployment bundles with C1 (Workforce Consultancy) or C2 (Capability Building); every project produces JRET / HCDT outcomes plus local-employee benefit evidence.
Who Goes Where
Every persona · routing decision · budget bracket. SNEF can see at a glance which proposals will land in JR+ and which will not.
A · B · C · Conditional · PSG / self-serve
| Persona | Title / context | JR+ trigger / routing rationale | Best-fit routing | Budget |
|---|---|---|---|---|
| James Tan | CEO / Founder · 50–150 staff | HR-heavy admin · ready for first-pass digitalisation. Strong JR signal: cost-out + role uplift narrative. | Archetype A | S$9–30K nett |
| Sarah Lim | HR Manager · 80–200 staff | HR drowning in admin · upgrade path into L&D + retention once foundation set. | A → B | S$10–15K nett |
| Kenneth Koh | Director · 60–200 staff | Paper / WhatsApp ops · 30–40% turnover · entry via PSG, then upgrade to A once trust earned. | PSG → A | S$5–15K nett |
| Priya Raj | Growth-Stage Founder · 80–250 | Retention crisis + investor pressure on key-person risk. Career framework = headline. | B → C | S$18–45K nett |
| David Ng | Finance & Ops Mgr | Finance automation = PSG default. JR+ Archetype A only if ops-role redesign is explicitly in scope. | Conditional A · PSG default | S$8–20K self-pay / PSG |
| Michelle Wong | BD Lead · 30–100 staff | BD tools redesign workflows, not jobs — no JRET narrative. PSG track preserves scope. | PSG / self-serve | S$300–800 / mo |
| Nicholas Yeo | Marketing Director · 30–150 | Marketing automation = not workforce tech per CFP spec. PSG-eligible. | PSG / self-serve | S$3–8K / mo |
| Chen Wei | First-Time Employer · 1–3 | No redesignable roles · no HCDT baseline · ineligible. Self-serve EOR + Site, upgrade post-5HC. | Self-serve only | S$59–200 / mo |
Mandatory Deliverables
By Archetype
For each archetype, this is what we commit to producing for SNEF's file at proposal time and at Completed Project Implementation Report time.
CFP Spec p4 · mandatory outcomes
| Outcome / Deliverable | Archetype A · 5 months · C1+C3 | Archetype B · 8 months · C2+C3 | Archetype C · 14 months · C1+C2+C3 |
|---|---|---|---|
| JRET — job value increase | Required · 3–5 roles | Optional · supplementary | Required · 8–12 roles |
| HCDT — HC maturity uplift | Optional · supplementary | Required · L&D + career dims | Required · all 7 dims |
| Local employee benefit evidence | Required · skills + role profile changes | Required · training completion + career progression | Required · skills + role + compensation + testimonials |
| Documented job redesign artefacts | New role definitions × 3–5 | Career frameworks + L&D pathways | Workforce strategy + new operating model |
| Tech in production (C3) | HR workflows + diagnostic dashboard | Training Platform + ElixCraft + HR workflows | Full stack + workforce analytics + skills market intel |
| Capability transfer evidence (C2) | — | Onsite workshop outputs · HR / line-mgr upskilling certs | Multi-month onsite mentoring · train-the-trainer outputs |
How We Will Prove
Local Employees Benefited
CPF Form 90 cross-check at proposal stage, then concrete evidence captured during delivery and presented at Completed Project Implementation Report. This is the always-required outcome — we treat it as table stakes.
CFP Spec p4 · mandatory for all WDG(JR+)
Eligibility & baseline
Concrete evidence captured
What We Commit To On
Every JR+ Submission
Six commitments that make SNEF's vetting straightforward and protect every funded project from scope-drift.
Immediately on every BGP submission
Lead with the redesigned role
Every JR+ proposal opens with the redesigned role and the target JRET / HCDT delta — not a product list. The product set is the implementation layer, not the headline.
Component 3 product discipline
Every BGP submission lists only the seven Component 3 products from our service stack (slide 09). PSG / self-serve products will never be bundled into JR+.
JRET / HCDT baseline + post-assessment
Built into the diagnostic phase of every archetype. Not optional, not skippable. Pre/post deltas form the proof artefact in the Completed Project Implementation Report.
Local-employee benefit evidence ladder
CPF Form 90 cross-check at proposal stage; concrete evidence captured during delivery (skills certs, promotion records, comp deltas, training completion, testimonials).
Bundled with C1 or C2 always
C3 will never appear standalone in our proposals. Archetype A bundles C1; Archetype B bundles C2; Archetype C bundles all three. The advisory front-end is mandatory.
Source-of-truth deck on file
This deck is filed with SNEF as our service-scope baseline. Any change to the archetypes or product stack is re-submitted before being applied to a new BGP proposal.
End of Presentation · Q&A and Next Steps
Thank You
Let's Continue The Conversation
Three Constraints From WSG CFP Spec
Component 3 has a deliberately narrow scope. Before showing what we deliver, we want SNEF to see that we understand what we will not attempt to fund.
WSG CFP Spec · 12 Jan 2026
Ref WSG-ENTE-PRO-42-9-2-R1
Component 3 is narrow
Funds only workforce analytics platforms, gap analysis tools, AI-infused HR tech complementing job redesign, and L&D systems for skills + career development.
Not in scope: generic AI automation, finance / marketing / web infra, tools without a redesign linkage. We honour this.
C3 cannot stand alone
Component 3 must be bundled with Component 1 (Workforce Consultancy) or Component 2 (Capability Building).
Every JR+ engagement we propose has an advisory / capability front-end with our tech as the implementation layer. We do not attempt to sell tech in isolation under JR+.
Mandatory JRET or HCDT outcome
Every funded project must measurably:
(a) increase job value via JRET, or
(b) improve human capital maturity via HCDT,
and demonstrate local employees benefited from redesigned jobs.
This is a job redesign grant, not a digitalisation grant. Our proposals lead with the redesigned role, not the toolset.
Where We Adjusted Framing
To Stay Inside Spec
Three of our products needed reframing to fit Component 3 honestly. We're showing SNEF the exact "from → to" language and the proposal copy we will use, so vetting is straightforward.
CFP Spec p6 · C3 categories
C-Suite Dashboard →
Workforce Analytics
From: "Gmail + Calendar + Tasks + Xero in one executive view"
To: "Workforce analytics platform with team-pulse health scores, capability dashboards, and capacity signals."
"Workforce analytics platform aggregating team activity and capacity signals to inform job-redesign decisions and post-redesign monitoring. Team Pulse health scores feed HCDT employee-experience dimension."
Market Insights →
Workforce Skills Mkt Intel
From: "Competitor DB + market sizing + pricing strategy"
To: "Workforce skills market intelligence — salary band benchmarking, skills-gap analysis, talent supply mapping for redesigned roles."
"Workforce skills market intelligence sprint — salary band benchmarks, skills-gap analysis, and talent supply mapping for the job roles being redesigned. Used to validate JRET pre/post deltas against market peers."
Ops Tools →
Job-Redesign Enablement
From: "Operations automation that saves 77 hrs/mo"
To: "Tools that redesign the ops coordinator / admin role from data-entry execution to exception management + customer relationships."
"AI-infused operational tooling that redesigns the [Ops Coordinator / Admin / Field Ops] role by automating low-value data-entry tasks. Redesigned role focuses on exception management + customer relationships + capacity planning. Pre/post JRET on this role demonstrates value uplift."
What We Will Put Inside JR+ Proposals — And What We Won't
Our 17-product portfolio is wider than C3 scope. SNEF should know which products we will / will not / conditionally bring into a JR+ submission — with explicit framing for each.
Strong · Conditional · Reframe · Outside
| Product | JR+ Component fit | Required framing in proposals | SNEF verdict |
|---|---|---|---|
| Free + Full Diagnostic | C1 + C3 ✓✓ | Workforce / digital readiness diagnostic — supplements JRET / HCDT. Already aligns to spec language. | Strong fit |
| Staff Training Platform | C3 ✓✓ | Pure L&D system — textbook spec fit. White-labelable per industry; quiz engine; per-module progress tracking. | Strong fit |
| ElixCraft (Gamified Lifecycle) | C2 + C3 ✓✓ | Career-development tool + skills framework + onboarding quest chains. Built on SkillsFuture + MOM frameworks. Exact spec match. | Strong fit |
| HR Contract Creation | C3 ✓ | AI-infused HR tech complementing job redesign — automates routine drafting so HR can focus on workforce strategy. | Defensible |
| Onboarding Automation | C3 ✓ | AI-infused HR tech — orchestrates IT + training + compliance for new hires; integrates with Training Platform + ElixCraft. | Defensible |
| AI Resume Builder | C3 ✓ | AI-infused HR / talent-acquisition tech — used by HR for matching candidates to redesigned roles. | Defensible |
| Timesheet OCR | C3 ⚠ | Borderline — defensible only if positioned as "redesigning ops / admin roles by removing low-value data-entry work" with JRET evidence on those specific roles. | Conditional |
| WhatsApp Deployment Scheduler | C3 ⚠ | Same logic as Timesheet OCR. Frame around redesigning the ops coordinator role specifically. | Conditional |
| Doc Validation at Scale | C3 ⚠ | Defensible only if it eliminates a low-value validation FTE role and that role is documented as redesigned. | Conditional |
| C-Suite Intelligence Dashboard | C3 (reframed) | Reframe from "exec BI" to "workforce analytics + Team Pulse + capability dashboard". Spec p6 explicitly mentions workforce analytics platforms. | Reframe req'd |
| Market Insights & Intelligence | C3 (reframed) | Reframe to "workforce skills market intelligence" — salary band benchmarking, skills-gap analysis, talent supply mapping for redesigned roles. Maps to Gap Analysis Tools in spec p6. | Reframe req'd |
| Daily SOA Checker | Outside | Pure finance automation. PSG-eligible (50%) or self-pay. Will NOT be bundled into JR+ proposals. | Outside |
| Receipt Claims · Commission Verification | Outside | Finance / expense / sales-finance automation. PSG-eligible. Will NOT be bundled into JR+. | Outside |
| Elitez EOR · Pulse Marketing · DT Site Creator | Outside | Payroll / marketing / web infra — not workforce tech per spec. Sold separately on the parallel track. Will NOT be bundled into JR+. | Outside |
| Elitez-ESOP | Conditional · C1 attach | Equity tool. Conditional attachment only inside Archetype C as "career-progression incentive aligned with redesigned role tiers". Never inside Archetype A or B. | Conditional |
PSG / Self-Serve Products
We Deliberately Keep Outside
We respect Component 3 scope by maintaining a separate commercial track for tools that don't belong inside JR+. SNEF should know what we sell separately so a JR+ proposal is never inflated with adjacent products.
PSG (50%) or self-pay · never inside JR+
Elitez EOR
S$59 / mo per employee
Mass-market entry product — first-time SG employer. Builds relationship; upgrade into Archetype A once headcount crosses 5+.
Why outside JR+: Payroll compliance, not workforce tech per spec.
DT Site Creator
S$3K–8K + S$200/mo
Web infrastructure wedge for marketing director / sole-proprietor entry. Once site is live, upsell into Pulse retainer.
Why outside JR+: Web infrastructure, not workforce tech.
Pulse Marketing
S$1K–3K / mo retainer
Marketing director persona. Geo-arbitrage delivery; SG agency-equivalent output at SME-friendly cost.
Why outside JR+: Marketing automation, not workforce tech.
Finance / Ops Workflows
S$3K–8K + S$300/mo
SOA Checker, Receipt Claims, Commission Verification. PSG-eligible. JR+ tie only if there's a redesigned ops role behind it.
Why outside JR+: Pure finance automation, no redesign linkage.
Market Insights Sprint (lite)
S$2K per sprint
Pricing-strategy / market-sizing version. Inside JR+ only when reframed as workforce skills market intel (slide 09).
Why outside JR+ (default): Competitive intel, not workforce.
Free + Full Diagnostic
Free / email-gated
Routes qualified leads into the right Archetype. The JR+ Readiness Diagnostic at jrplus/diagnostic.html is the funnel.
Inside JR+ as Stage 1: baseline + qualifier, never charged.