Singapore’s Home Team, responsible for the nation’s internal security and safety, is undergoing a profound transformation as it grapples with a shrinking workforce, an ageing population, and increasingly sophisticated threats. Leveraging cutting-edge technology and artificial intelligence (AI), alongside a strategic pivot to recruit foreign talent, the Home Team aims to bolster its capabilities amid mounting challenges. This dual approach, outlined by Second Minister for Home Affairs Josephine Teo during a recent budget debate, underscores the city-state’s determination to maintain its reputation as one of the safest places in the world.
A Perfect Storm of Challenges
Singapore faces a demographic crisis that threatens to strain its public services, including the Home Team, which encompasses agencies like the Singapore Civil Defence Force (SCDF), the Singapore Prison Service, and auxiliary police forces. With a total fertility rate languishing at 0.97 in 2024—unchanged from the previous year—and a rapidly ageing population, the pool of local talent available for demanding roles in emergency services and security is shrinking. Competition for skilled workers is fierce, and many Singaporeans are opting for less physically or emotionally taxing careers.
“The manpower constraints are more binding than ever,” Mrs Teo noted in her address to Parliament on 4 March 2025. “Birth rates are declining, and the competition for talent is very tough.” This sentiment echoes broader concerns across Singapore’s economy, where an ageing workforce and low birth rates are creating gaps that local recruitment alone cannot fill. The Home Team, tasked with safeguarding the nation against both traditional and emerging threats, finds itself at the forefront of this crisis. 
Adding to the complexity is the evolving threat landscape. Criminals are increasingly exploiting technology, including generative AI, to perpetrate sophisticated crimes such as deepfake scams and large-scale fraud. These developments demand not only more personnel but also smarter tools to stay ahead of perpetrators. The Home Team’s response, as articulated by Mrs Teo, is a blend of technological innovation and pragmatic manpower policies.
AI as a Force Multiplier
Central to the Home Team’s strategy is the adoption of AI and advanced technology to enhance operational efficiency. One notable initiative is the targeted on-site inspection tool developed for the SCDF. Powered by AI, this tool analyses data from past inspection reports and other sources to predict the likelihood of fire safety violations in commercial and industrial premises. By enabling more focused inspections, it allows SCDF officers to allocate their limited resources more effectively. Mrs Teo announced that the tool will be rolled out for field testing in the coming months, marking a significant step towards data-driven emergency management.
In the Singapore Prison Service, technology is being harnessed to address the challenges posed by an increasing number of older inmates. A life signs monitoring system, currently under trial, enables prison officers to track inmates’ vital signs remotely. This system can detect incidents such as falls or abnormal heart rates, facilitating quicker responses and potentially saving lives. As Singapore’s population ages, such innovations are becoming indispensable for managing the unique needs of elderly detainees.
Perhaps the most pressing technological concern is the rise of AI-enabled crime. Criminals are using generative AI to create deepfakes and other fake content at an unprecedented speed and scale, often to deceive victims or mislead investigators. In response, the Home Team Science and Technology Agency (HTX) has developed AlchemiX, a generative AI-powered algorithm designed to authenticate audio and video recordings. Launched as part of the Home Team AI Movement in June 2024, AlchemiX represents a proactive effort to counter digital deception. Mrs Teo also highlighted the establishment of an AI governance framework to ensure that such projects are implemented ethically and in compliance with legal standards.
These initiatives reflect a broader recognition that technology can serve as a force multiplier, compensating for manpower shortages by automating routine tasks and enhancing decision-making. However, technology alone cannot address all the Home Team’s needs, particularly in roles requiring human judgement and specialised skills.
Foreign Talent to Fill the Gaps
With local recruitment falling short, the Home Team has turned to foreign talent to bolster its ranks. The SCDF, which has seen a 30% surge in demand for Emergency Medical Services (EMS) over the past five years, will begin hiring foreigners as paramedics and emergency medical technicians from March 2025. EMS roles, which require advanced medical training and involve high-stress environments, have proven challenging to fill locally. “Although very fulfilling, EMS work may not appeal to all,” Mrs Teo acknowledged, pointing to the physical and emotional toll of the job.
Similarly, the auxiliary police forces, tasked with supporting Singapore’s security infrastructure, are facing a shortage of officers. Historically, auxiliary police officers (APOs) were recruited only from Singapore, Malaysia, and Taiwan. However, as Minister for Home Affairs K. Shanmugam noted in a parliamentary reply in January 2024, the shrinking local workforce and abundance of alternative career options for Singaporeans necessitated a policy shift. Since then, the Home Team has expanded recruitment to include candidates from Sri Lanka, Myanmar, the Philippines, India, and China. As of December 2024, these foreign officers account for approximately 3% of the total APO workforce.
This move to hire foreigners, while pragmatic, raises questions about integration, training, and public perception. The Home Team has emphasised that foreign recruits will undergo rigorous vetting and training to meet Singapore’s high standards. Moreover, Mrs Teo stressed that the overall outcomes for Singaporeans remain positive, with public trust in the Home Team consistently high. “Singaporeans view the Home Team positively and hold our officers in high regard,” she said, suggesting that the inclusion of foreign talent has not undermined confidence in the force.
Balancing Innovation and Tradition
The Home Team’s dual strategy of embracing technology and foreign recruitment is emblematic of Singapore’s broader approach to governance: a relentless pursuit of efficiency and adaptability in the face of existential challenges. Yet, it also highlights the delicate balance between innovation and tradition. Singaporeans take pride in their nation’s self-reliance and meritocratic ethos, and any shift towards external dependency—whether on foreign workers or AI—must be carefully managed to preserve social cohesion.
The reliance on AI, while promising, carries risks of its own. Over-dependence on automated systems could lead to errors or biases if data inputs are flawed or if human oversight is insufficient. The Home Team’s AI governance framework is a step in the right direction, but its effectiveness will depend on continuous monitoring and public transparency. Similarly, the integration of foreign talent must be accompanied by efforts to upskill local workers and address the root causes of manpower shortages, such as societal attitudes towards certain professions.
A Model for the Region?
Singapore’s approach offers potential lessons for other South East Asian nations grappling with similar demographic and security challenges. Countries like Thailand and Malaysia, which also face ageing populations and urban crime, could benefit from adopting targeted AI tools for public safety. However, Singapore’s unique context—its small size, high GDP per capita, and tightly controlled governance—means that not all aspects of its strategy are easily replicable. The city-state’s ability to fund cutting-edge technology and enforce strict recruitment standards sets it apart from its neighbours, where resource constraints and bureaucratic inefficiencies often hinder innovation.
Moreover, the cultural and political implications of hiring foreign workers vary across the region. In Singapore, a history of managed multiculturalism and strict immigration policies mitigates potential backlash. In contrast, other nations with more homogenous societies or histories of ethnic tension might face greater resistance to such measures. For now, Singapore’s experiment with AI and foreign talent in the Home Team serves as a test case, with outcomes that could shape regional approaches to security and manpower in the years ahead.
Looking Ahead
As the Home Team navigates this transformative period, its success will hinge on striking the right balance between technological innovation and human capital. The initiatives outlined by Mrs Teo—ranging from AI-powered inspection tools to foreign recruitment—demonstrate a forward-thinking mindset, but their long-term impact remains to be seen. Will AI truly offset the manpower crunch, or will it introduce new vulnerabilities? Can foreign talent integrate seamlessly without altering the Home Team’s identity or public trust?
For now, Singaporeans can take comfort in the Home Team’s proactive stance and its unwavering commitment to safety. As Mrs Teo concluded in her speech, the force has “achieved good outcomes for our people,” a testament to its adaptability in the face of adversity. Yet, with demographic pressures intensifying and criminal tactics evolving, the road ahead will demand even greater ingenuity and resilience. Singapore’s Home Team, armed with both technology and a global workforce, appears ready to meet the challenge head-on.
