Human Resources Blog Articles

Expert insights that will help you attract, engage, and retain the right talent to drive your business forward.

The concept of ‘employee engagement’ is nothing new and has been embraced by organisations across the world, it’s no mystery as to why. According to a study by global HR and payroll leader ADP, only 11% of Singaporean employees felt "fully engaged" at work in the past year. That's 3% lower than the global average of 14%. How will this impact workforce management for businesses in Singapore what can businesses do to engage their talents?

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How Will It Impact Businesses and Their Compliance Rate to Updated/New Regulation

As businesses quickly come to terms with various disruptive forces that are now in play across the world, it is clear that founders and those in leadership roles have a lot to contend with. Chief among them is the growing demand for flexible working arrangement.

Over the last 18 to 24 months, many workplaces have moved to implement this trend with varying results. While the Singaporean government had not fully embraced these new workplace concepts, unlike the major workforce changes that neighbouring Malaysia have adopted, the updates it introduced are aimed at reinforcing the retirement capabilities of its workforce.

Are Singaporean businesses ready for these incremental updates to their operational capabilities? 

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'Quitting the idea of going above and beyond,’ TikToker @zkchillin says he's Quiet Quitting his job, sparking debate.

In essence, Quiet Quitting is when employees simply do their job as per the description, nothing more or less than what they're paid to do. What should Singaporean businesses consider to be ready for this fast-growth trend?

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2022 kicked-off with employees resigning from their jobs – mostly due to the fact that they have experienced remote working and discovered how they are more productive outside of the office. More importantly, they achieved better work-life balance and still reached organisation and team milestones.

This one critical change not only impacted human resource (HR) processes but also directly altered emerging HR trends. In 2023, it's now no longer about retaining talent as there is a growing need to streamline the workforce instead.

What should HR teams in Singapore consider to leverage on these growth trends?

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Retaining talent has always been a long-running critical issue for businesses across the world. While there are many strategies to consider, one of the major drivers that supposedly helps with employee retention is performance bonuses.

However, the trend of heightened post-bonus resignations suggests that bonuses are not working the way employers intend them to.

What can explain this phenomenon?

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Over the last two years, COVID-19 and the disruption it caused at the workplace have pushed companies to adopt new methods of employee management. As a result, employee well-being is no longer just a privilege, but an opportunity for employers to better engage and support their workers.

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Flexible working arrangements (FWAs) have existed for a long time and come in many forms, such as remote work, hybrid work, compressed work weeks, and flexi-time. With the pandemic spurring this trend further, more employees are now seeking such options and want these practices to be implemented. In fact, many governments are now supporting this move as well.

In Singapore, all employees can ask for flexi-work arrangements by Dec and all employers must have a process in place for workers to make formal requests by 1 Dec 2024.

So, what exactly are the potential up- and down-sides of FWAs for organisation?

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Singapore is among the top overworked cities in the world. Workers here clock up to 44-hours per week and only enjoy up to 14 days in annual leave, depending on the number of years they have been with the company. In contrast, Malaysia, Australia has an average of 33-hours and about a month of annual leave. Other Asian counterparts, such as Japan, Korea, and China, have also been known to propagate a culture of overworking their personnel.

It is well documented that Asian countries have heavily adopted and accepted a culture of overworking. There are various reasons for this trend and most of them can be divided into legal, cultural, and historical sources. In this article, we explore why Asian cities have this culture of overworking, its dangers, and why it must be abolished.

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Employee engagement is the connection an employee feels towards their work and organisation. This engagement exists on a spectrum and has strong correlations with various employee work-related facets such as their productivity, motivation, involvement, loyalty, and happiness.

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Payroll processing is an important aspect of business management. Processes which are too arduous, complex and prone to error place unnecessary burden on HR personnel. They run the risk of failing compliance checks and harming the relationship between employer and employee.

Human error in data entry or even issues in IT systems involved can be costly for any organisation and can affect present and/or past employees if they are underpaid or overpaid. This can be a time-consuming mistake to rectify. As was the case in 2020 which affected some 3,000 civil servants in Singapore.

An in-house payroll system which is carried out manually is not only time consuming, but also increases the risk of human error due to the large amount of paperwork. It poses an administrative burden on HR employees, who could better utilise their time with such initiatives as staff re-training and development.

On top of all this, HR personnel are also required to keep abreast of the latest government legislation pertaining to HR management. They must ensure their business doesn’t run into issues during compliance audits and treat their employees fairly. So how can HR personnel enhance their current workflow more productively? 

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