The employment act in Singapore was enacted in the year 1968 for seeking changes and the development in the employment standard that is required for maintaining a balance in the business and remaining competitive. The ministry of manpower in Singapore has undergone various amendments, changes, and developments in relation to the employment act for extending proper and better protection to the respective workers of the organization, improving the employment standards and allowing flexibility to its employers in relation to its practical business operations. Singapore has experienced and undergone an economic growth and development over a long decade and the modifications in the employment relationships are not transformational. Dispute settlement and collective bargaining methods have been implemented. The continuous harmony and success of the employment relationship are mainly dependent on the culture that is collectivist in nature and is embodied by the employees or the workforce in the organization. The concerned ministry of Singapore has established and developed a framework for implementing the policies and regulations. The main objective of this paper is the application of the strategic model for the development and the transformation of the employment relation of Singapore. The employment relation and its transformation in Singapore is the result of the world economy and the transformation is raising debate about the employment relationship in the economy. The strike was considered as the turning point in the industrial history of Singapore and it decided to prepare its workers for the modifications in the labor laws by the government. The colonial administration that is transformed or converted to regulate pluralism in the period between (1960 -1967) which explains that during the colonial rule the main objective was maintaining the dependency of the worker and also suppressing the conflict. The increase in the industrial conflict has enforced and resulted in the infiltration of the Malaysian communities.