ONG Lip Hua

Verbal agreements or vague terms? Huge no-no! ❎ In Singapore, a large number of HR managers and SME owners overlook the lawful employment regulations. This is a typical mistake: not reading job contracts carefully. This error could cause major problems, particularly during layoffs. Why is this important? 🤔 👉 Without clear contracts, you're putting yourself and your workers at risk legally. They specify roles, responsibilities, and termination procedures. To be honest, layoffs are difficult, but they are made even more difficult by inadequate paperwork. 😰 The answer? 💡 Sort out those contracts! What to include is as follows: ✅ Detailed job descriptions. ✅ information on pay and perks. ✅ Working hours and leave policies. ✅ Termination provisions, which may include instances of layoffs. The Singapore Employment Act is on your side in this situation, so remember to use it as a benchmark to make sure your agreements are in order. Have you faced contract-related issues in your SME? P.S - Share your experiences or DM me if you have concerns. #SMEtips #EmploymentContracts #SingaporeBusiness #HRbestpractices

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You have just been promoted out of the team. Now you are managing your former peers. You know them well. And they know you well too. You have had drinks with them. Partied with them. Together with them you have laughed at your ex-boss...the ex-boss whose job you now have! How will you manage your former peers? You will need extra clarity about your role you are in, especially when you you need to "chat" your former team mates. You know them well and you know you will need to performance mange at least one or two of them What do you do? You know you want to help your team to grow with the changes. However, you aren't exactly sure unsure exactly how to do that. And you are definitely not sure about how to respond to those team members who are resistant to you being the leadership role. And all this tension is making you feel very uncomfortable. You are worried you are making things worse through your emotional reactions to their emotional reactions! You need the FROM MATES TO MANAGER workshop where you will learn so much about critical communication behaviours how to negotiate the line between friendship and leadership highly practical models to make leading your team easier new ways of thinking about each of your team members. Delivered in small groups of up to 12 participants only, FROM MATES TO MANAGER provides individualised training specific to the needs of each participant. APPLICABLE TO ALL INDUSTRIES https://lnkd.in/gVP-nVdr

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You have just been promoted out of the team. Now you are managing your former peers. You know them well. And they know you well too. You have had drinks with them. Partied with them. Together with them you have laughed at your ex-boss...the ex-boss whose job you now have! How will you manage your former peers? You will need extra clarity about the role you are in, especially when you need to "chat" with your former teammates. You know them well and so you know that you will need to performance manage at least one or two of them. What will you do? You know you want to help your team grow with the changes. However, you aren't sure exactly how to do that. And you are definitely not sure how to respond to those team members who are resistant to you being the leadership role. And all this tension is making you feel very uncomfortable. You are worried you are making things worse through your emotional reactions to their emotional reactions! You need the FROM MATES TO MANAGER workshop, where you will learn a great deal about critical communication behaviours how to negotiate the line between friendship and leadership highly practical models to make leading your team easier new ways of thinking about each of your team members.   Delivered in small groups of up to 12 participants only, FROM MATES TO MANAGER provides individualised training specific to the needs of each participant. APPLICABLE TO ALL INDUSTRIES https://lnkd.in/gnYpqxvX #managementdevelopment #training #leadership

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A Closer Look Behind the Headlines. The Ministry of Manpower just released Q2 2024 employment figures, and at first glance, they seem impressive. Total employment growth doubled compared to Q1. But let's pause before celebrating and examine what these numbers really tell us. Key points to consider: 1️⃣ Growth driven entirely by non-resident workers, particularly in construction and manufacturing. 2️⃣ Retrenchments remain steady, often due to "business restructuring" This raises some crucial questions: ❓Are we becoming overly reliant on foreign labour for economic growth? ❓What does the stagnation in local employment mean for Singaporeans? The Ministry remains optimistic about future employment and wage growth. But can we afford such confidence when: 😞Local employment is stagnating. 🤷Our economy increasingly depends on non-residents to fill gaps It's time for an honest dialogue about our labor market's true state. What's your take? Is this growth model sustainable, or are we just postponing inevitable challenges? #SingaporeJobs #LabourMarket #EconomicGrowth #ForeignLabor

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Challenges Facing Electronic Manufacturing in Thailand Thailand's electronics manufacturing sector is crucial to its economy but faces significant challenges: 1. Supply Chain Disruptions: The sector's reliance on global supply chains makes it vulnerable to disruptions, such as those seen during the pandemic and ongoing geopolitical tensions. 2. Rising Labor Costs: Increasing wages are reducing Thailand's competitiveness compared to other low-cost manufacturing hubs like Vietnam. 3. Skilled Labor Shortage: The rapid technological advancements require specialized skills, but the gap between demand and supply of skilled workers is widening. 4.Technological Competition: To stay competitive against powerhouses like China and South Korea, Thai manufacturers must invest heavily in R&D, which is costly and risky. 5. Environmental Regulations: Stricter sustainability demands are increasing operational costs, requiring significant investment in new technologies. 6. Export Dependence: The industry is highly export-oriented, making it vulnerable to global market fluctuations and economic downturns in key markets. Addressing these challenges requires a collaborative effort from all stakeholders to ensure Thailand remains competitive in the global electronics manufacturing arena. JacksonGrant and JacksonGrant Executive provides strategic recruitment solutions to navigate these complexities. Contact us to learn more. #Manufacturing #Electronics #Thailand #SupplyChain #Innovation #Sustainability #recruitment #engineering

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The Malaysian government plans to introduce a Human Resources (HR) Framework by 2024 to enhance compensation, job welfare, and productivity in the country. The framework aims to provide guidelines for organizations to develop fair and competitive remuneration structures, improve employee well-being, and foster a positive work environment. It will focus on attracting and retaining top talent, ensuring pay equity, promoting work-life balance, and enhancing skills development and training opportunities. https://lnkd.in/gHJw-EmA #HumanResourcesFramework #HRFramework

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With 25 years of recruitment experience in APAC, I’ve seen firsthand the evolving reasons why employees stay or leave. SHRM’s latest report resonates strongly: toxic cultures and poor leadership are still driving talent away, while flexibility, work-life balance, and growth opportunities are the key to retention. It’s a reminder that salary alone isn’t enough—people stay for environments that value and empower them. https://lnkd.in/gnCnYQNh

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Hmmmmm.... payroll complaince issue. Within HR, there must be a person prepares and another checking the payroll report. HR needs, if possible, provide a breakdown of costs, i.e. BS, Fixed allowances, incentives, claim etc and by departments, for financial cost analysis. Most companies will have department budget in place. Finance or HR is in the position to track the "Human" cost performance. In cases of HR incurred extra and irregular expanses, which it is not suppose to be, the traveling Claims can be easily detected. How about the yearly audit? The external auditor not doing their job? This is also a HR beware case.

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Unpopular Opinion: Compulsory Leave So many people have messaged me about their company implementing Compulsory Leave during this Chinese New Year. Honestly, I don’t encourage you to lodge a case at JTK (Labour Department), because the consequences can be far worse when the boss finds out you’ve taken such extreme measures. It’s almost like burning a bridge. Here’s what I suggest instead: negotiate. Instead of taking the compulsory leave, offer to work during that time. Depending on your role, propose to stay at work. If you’re trusted to hold the office keys, offer to work from the office. If not, suggest working from home. Volunteer to be the backup contact for customers when everyone else is off. Include your contact information in a colleague’s out-of-office reply. Prepare a list of tasks you can accomplish during this period and present it to your boss as part of the negotiation. But be prepared – it’s not going to be easy to hold the fort alone. That said, here’s my personal (unpopular) opinion. If you have more than 12 annual leave days per year, and it’s just 1-2 days of compulsory leave, maybe just close one eye and let it go. Take the time off and chillax instead of creating conflict. It’s more harmonious this way. Think about it. xoxoxo, AuntyHR

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🚀 Official Launch: Robert Walters Salary Survey 2025! 🚀 We are super excited to share our 2025 Salary Survey, giving you an inside look at what professionals and companies are really focused on these days. Here are some of the key takeaways: - Flexibility in work arrangements is a top priority for job seekers, while employers are more focused on the skills candidates bring to the table than looking at their qualifications. - 66% of companies value professionals with problem-solving and critical thinking skillsets. - In 2024, nearly half (46%) of companies hired talent on a contract basis, and 86% of those contracts lasted 6 months or longer. A ton of more trends shaping the future of work can be found in our survey. Check out the full version and get the insights you need to make smarter career or hiring decisions: https://lnkd.in/gpU3nz6X We’d also love to hear your thoughts! Drop a comment below and share any hiring challenges you’re facing. Let’s tackle the future of work together! #RobertWaltersSingapore #Singapore #SalarySurvey #SingaporeWorkforce #CareerDecisions Kirsty Poltock Wendy Heng Faiz Modak Glen Chua Sachet Sethi Anarane T. Allie Teh Julian Ang Ivy Low

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Randstad Risesmart's commitment to quality delivery with locally based and trained career coaches guarantees an exceptional experience for our participants worldwide. We are thrilled to receive excellent feedback from an IT industry participant in Malaysia. If your business is bracing for change and seeks exceptional support for your people, reach out to Randstad Risesmart for a confidential discussion. #randstadenterprise #randstadrisesmart #outplacement #careertransition Jaya Dass Louisa Wilson Blaise Habgood Karen Lee Jacqui Ryland Phillippa Whiteman Liszu Phan Amy Dang Mrunmai Gholkar Kazuhiro Shimosegawa Connie Lo June Li Echo Shao Harish Madan Ridhima G. Anchita Dhar Dipali Tone

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Singapore's Recruitment Market Update: The latest quarterly report on the labour market reveals an increase in job vacancies in certain growth sectors. However, younger job seekers (below the age of 30) are taking longer to accept roles. The Ministry of Manpower (MOM) highlighted that the number of job vacancies rose in March, surpassing the number of unemployed individuals. Key growth sectors with heightened demand include health and social services, information and communications, professional services, as well as financial and insurance services. In March 2024, there were 89,000 job vacancies, reflecting a notable uptick from 79,800 in December 2023. #Singapore #Recruitment #JobMarket #LabourMarket #JobVacancies

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Agree with Claire. In a challenging market, it would indeed be remarkable if the employment rate increased year on year. In addition, today's younger generation considers various ''currencies' including CSR initiatives, alignment with the company's vision and values, workplace culture, opportunities for growth and development, work-life balance, flexibility, and the overall impact of the job on their lives and society. This trend reflects a shift towards more holistic and values-driven decision-making among younger workers, all of which contributes to lengthening the time frame between graduation and employment.

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Navigating Retrenchment: Key Considerations Experiencing retrenchment? Here are essential steps: 1. Assess Finances: Create a budget and manage expenses. 2. Review Severance: Understand benefits and seek financial advice if needed. 3. Update Your Profile: Enhance your resume and LinkedIn for job hunting. 4. Explore Benefits: Check eligibility for unemployment benefits. 5. Network Proactively: Connect with industry contacts and attend events. 6. Consider New Paths: Explore new roles or industries aligned with your skills. 7. Stay Positive: Maintain resilience and seek support as needed. Remember, retrenchment is a temporary setback, and by taking proactive steps and leveraging your skills and network, you can navigate this phase successfully and discover new paths for growth in your career journey. Embrace change as an opportunity to redefine your professional trajectory. Let’s find out from the HR experts on what to look out for. Thanks to CNA for putting this together. #CCPN #Jacqtok #CareerTransition #JobSearch #Networking #Resilience #LinkedInPost https://lnkd.in/gDHpjd9J

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Are you a HR practitioner based in KL who is interested in getting a better understanding of personality tools in general? If so, join us at our ADEPT-15 workshop next week to gain a better understanding of how personality tools can support talent decisions. We will deep-dive into Aon's award-winning personality tool to derive insights and practice key skills such as interpretation of profiles and delivering feedback. If you're interested, feel free to reach out to me for more details and registration. This is a HRDC claimable course. Rahul Chawla Rachel Jaya Prakash Farhan Hanif Hitta Duarsa Jerome Wong #assessments #psychology #personality #workshop

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Heading into 2025: Transformative Changes for Singapore’s Workforce 
Singapore is making bold strides in advancing workers' rights and welfare with a series of new laws and support schemes that will reshape the labour landscape in 2024. As we look ahead to 2025, these changes will redefine how workers and employers navigate the future of work. ✅ Stronger Workplace #Fairness Laws
New legislation will protect workers from discrimination based on race, age, disability, mental health, pregnancy status, and caregiving responsibilities. Employers must establish grievance procedures and handle complaints transparently. This move is a critical step toward ensuring a fairer, more inclusive workplace. ✅Jobseeker Support Scheme
To cushion the impact of job loss, the SkillsFuture Jobseeker Support Scheme will provide retrenched workers up to $6,000 over six months. This initiative will offer financial stability as workers transition to new #opportunities, launching in April 2025 with support for those impacted from April 2024. ✅SkillsFuture Level-Up for Mid-Career Workers
The SkillsFuture Level-Up Programme gives workers aged 40+ a $4,000 top-up in credits, plus allowances for full-time training. This initiative helps mid-career individuals stay competitive in an evolving job market, fostering lifelong learning and career #resilience. ✅Platform Workers' Protection
The new Platform Workers Act offers gig economy workers enhanced protections, including improved CPF contributions and work injury compensation. Set to take effect in January 2025, this legislation ensures greater stability for a growing, yet vulnerable, workforce. ✅New Flexi-Work Guidelines
To promote work-life balance, new guidelines will #empower workers to request flexible work arrangements, which employers must consider fairly. These changes will improve accessibility for those balancing caregiving or other personal responsibilities. ✅Enhanced CPF and Retirement Support
Changes to the CPF system, including higher contribution rates for senior workers, aim to bolster retirement security. The Enhanced Retirement Sum will help older workers save more, with further reforms planned in the coming years. As we head into 2025, these initiatives will lay the groundwork for a stronger, more #inclusive economy where both workers and employers thrive. What is your perspective? How will these changes impact your workplace? https://lnkd.in/g6QjTKTq #WorkplaceFairness #SkillsFuture #PlatformWorkers #FlexibleWork #MidCareerSupport #RetirementSecurity #WorkplaceInclusion #FutureOfWork

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