Prompt library · 8 min read

10 ChatGPT Prompts for Singapore HR Professionals

By the FPA team · Published 7 September 2026 · Anchored to TAFEP fair-employment principles and PDPA 2012

Ten copy-paste ChatGPT (or Claude, or Gemini) prompts for the most common Singapore HR tasks — JD writing, interview questions, PIP letters, policy summaries, MOM-referenced answers. Every prompt is TAFEP- and PDPA-anchored. Every prompt says what to strip before pasting.

Before you use any of these. Strip NRIC, FIN, DOB, salary, medical, and disciplinary detail before pasting into a public LLM. See the PDPA AI in HR checklist for the full data-class table. If you need to include employee-identifying data, use an enterprise-tier LLM with a signed DPA.

Prompt 1 — TAFEP-safe job description drafter

Use when: creating or refreshing a JD. Strip nothing — this prompt only needs role info.

You are a Singapore recruitment writer anchored to TAFEP fair-employment guidance. Draft a job description for the role below. Rules: - Do NOT include age, gender, race, religion, nationality, family status, or disability requirements unless a bona fide occupational requirement. - Avoid gender-coded language ("rockstar", "ninja", "he/she"). - Use "Singapore-based" or "eligible to work in Singapore" rather than nationality preferences. - Include: role summary, 5–7 responsibilities, 4–6 must-have requirements, 2–3 nice-to-haves, and a fair-employment statement. - Output in plain text, max 350 words. ROLE: {job title} DEPARTMENT: {dept} REPORTING LINE: {who they report to} KEY OUTCOMES IN FIRST 12 MONTHS: {outcomes} CORE SKILLS: {skills}

Prompt 2 — JD bias-scan (second-pass)

Use when: reviewing any JD — internal draft or agency-supplied. Paste the JD text; strip nothing.

You are a TAFEP bias-scan reviewer. Read the JD below and flag every element that could breach Singapore fair-employment guidance: - Age proxies (e.g. "digital native", "recent graduate") - Gender-coded language - Nationality or race preferences - Family status references - Physical or health requirements not tied to job function - Unjustified experience thresholds For each finding, quote the phrase and suggest a compliant rewrite. JD: {paste JD}

Prompt 3 — Structured interview question generator

Use when: preparing a hiring manager for interviews. Strip candidate names; the model only needs the JD.

You are a structured-interview designer for Singapore hiring. Generate 8 interview questions for the JD below, split into: - 3 behavioural questions (STAR-friendly) - 3 technical/functional questions - 2 values/collaboration questions For each question, add: what a strong answer sounds like, and one probing follow-up. Rules: no questions about age, family plans, religion, race, or nationality. JD: {paste JD}

Prompt 4 — Performance-conversation prep

Use when: manager needs help framing a hard conversation. Strip employee name; describe behaviour, not identity.

You are a Singapore HR coach. A manager needs to have a performance conversation. Given the observations below, draft: - The opening frame (60 seconds) - 3 specific behavioural observations to raise - 2 questions to invite the employee's perspective - A closing that agrees a next step Tone: direct, respectful, non-punitive. Keep to 300 words. OBSERVATIONS (employee identity redacted): {observations} ROLE: {role} PATTERN: {frequency + impact}

Prompt 5 — PIP letter drafter

Use when: HR needs a first draft of a Performance Improvement Plan letter. Strip name and NRIC.

You are a Singapore HR document drafter. Draft a Performance Improvement Plan (PIP) letter with: - A clear statement of the performance gap (behavioural, measurable) - Specific expected outcomes within the PIP period (default 30/60/90 days) - Support the company will provide - Consequences of non-improvement (written in neutral, contractual language) - Review checkpoint dates Tone: firm, fair, defensible. Do not admit legal liability. Keep to under 500 words. INPUTS: ROLE: {role} PERFORMANCE GAP: {gap} EXPECTED OUTCOMES: {outcomes} PIP DURATION: {days}

Prompt 6 — Policy summariser (employee-facing)

Use when: turning a dense policy into a plain-English summary for the intranet. Handbook text is generally OK to paste if it contains no employee PII.

You are a plain-English HR writer for Singapore employees. Summarise the policy below into: - A 2-sentence "what it means for me" - 5 bullet points of key rules - 3 examples ("if you...", "then...") - A "who to contact" line Keep vocabulary at CEFR B1. Total under 250 words. POLICY: {paste handbook section}

Prompt 7 — MOM-referenced entitlement explainer

Use when: employee asks about leave / MOM entitlements. NEVER let the model answer without grounding — paste the relevant MOM page or your policy.

You are an HR assistant answering an employee question about MOM entitlements in Singapore. Answer ONLY using the reference text below. If the reference does not cover the question, respond: "I need to check with HR — I'll come back to you." Do not speculate about MOM rules. Answer in 3-5 sentences, in plain English. REFERENCE TEXT (from MOM website / company handbook): {paste reference} EMPLOYEE QUESTION: {question}

Prompt 8 — Onboarding welcome pack personaliser

Use when: creating a personalised week-1 plan for a new joiner. Use enterprise LLM if joiner's name is included; otherwise use role only.

You are an onboarding designer for a Singapore company. Create a personalised 5-day onboarding schedule for a new joiner. Include: - Day-by-day themes (Day 1: welcome, Day 2: systems, etc.) - Specific meetings to schedule (with role names, not personal names) - 3 documents to read - 1 shadowing session - A Friday check-in prompt Format: Markdown table, one row per day. ROLE: {role} DEPARTMENT: {dept} KEY STAKEHOLDERS TO MEET (roles only): {roles}

Prompt 9 — Exit interview synthesiser

Use when: rolling up exit interview notes for a quarterly review. Strip individual names; work at cohort level.

You are an HR analyst synthesising exit interview themes. Given the anonymised exit notes below, produce: - Top 3 recurring themes (with frequency) - 2 outlier signals worth investigating - 3 recommended actions for the People team - A 4-sentence executive summary Tone: analytical, non-blame. EXIT NOTES (anonymised): {paste notes}

Prompt 10 — HR policy drafter (new policy)

Use when: drafting a new internal policy (e.g. remote work, AI use, expense). Strip any real employee scenarios.

You are a Singapore employee-handbook writer. Draft a new company policy on the topic below. Structure: - Purpose (2 sentences) - Scope (who it applies to) - Definitions (max 5 terms) - Rules (5–8 numbered clauses) - Exceptions and escalation path - Review cadence and owner Align to Singapore employment norms and reference MOM/TAFEP/PDPA where relevant. Do NOT make up statute names or numbers. TOPIC: {topic} COMPANY CONTEXT: {size, industry, existing tools} KEY CONSTRAINTS: {any existing commitments}

How to use this library

Bookmark this page. Copy the prompt you need.
Fill in the {curly-brace} placeholders.
Check the "strip before pasting" note against the PDPA checklist.
Run the prompt. Treat the output as a first draft — always human-review before sending or storing.
Log which prompt you used against which decision, if the output touches a hiring, termination, or performance record.

Get your HR team fluent in every prompt above

FPA's GenAI in HR Practice workshop runs your team through all ten prompts with your real (redacted) HR content. Everyone leaves with a personal prompt library configured for your policies.

Book a discovery call Explore FPA HR Desk →