Snapshots from the 23nd HR Sharing
Members networking with each other during coffee break.
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23nd HR Sharing –
19th August 2009
Technology waits for no man, and indeed time is not on our side when HR personnel are constantly bogged down with heaps of paper work and unable to spare enough time to train, and keep up with technological changes to constantly upgrade our skills.
Embracing technology and being well informed of its advantages is very important, especially in today's digital age. HR must, and can initiate these changes, so that it increases its productivity. This was the message put acrossed by MK Liew, and still is, the message he has painstakingly tried to share among his HR peers at the 23rd HR Sharing organized by HRmatters21 (an online HR forum) at their bi-monthly HR Sharing.
In an interview with T.Vijay, HRmatters21 website journalist, MK views were "mindset in the HR arena which makes HR personnel slow adopters and users of technology and prevents them from becoming dynamic; they prefer to hide behind their policeman cloak".
MK was indeed helpful as he walked through the HRIS system he used for his own company, and its many advantages of cutting down man-hours if such tasks were done manually. We thank MK for his refreshing presentation.
The second speaker, Dr Philippe Barrault from the International SOS, presentation was indeed very educational. Many Members learnt how viruses mutate and what can be done to avoid spreading infections. The urgency was felt with greater apprehension, especially during these current times, when reports of H1N1 infections seemed to be spreading fast.
Dr Barrault put across the message that we should not just be concerned with the H1N1 virus, but of all viruses, and that H1N1 was just one of many other deadly viruses.
Members that attended the 23rd HR sharing were certainly better informed of new HR technology and how viruses are able to spread. We thank MK Liew and Dr Barrault for their presentations. We look forward to the 24th HR sharing.
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Snapshots from the 22nd HR Sharing
Members networking with each other during coffee break.
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22nd HR Sharing –
2nd July 2009
The 22nd HR Sharing kicked off with a presentation by CF Wong. CF as he is commonly known wanted to educate HR Professionals on understanding business needs in relation to HR objectives. CF's presentation got everyone wondering as to what was HR's task when analysing employees' capability with regard to the organisation's capacity? What are employees' capabilities that would take them into the next upturn? All realised that HR can certainly do something now regarding their employees' learning and upgrading of knowledge and skills as well as manage with cost cutting measures.
HR can also initiate action in creating a more resilient workforce with Key Result Areas (KRAs) of each department and thereby convert these into Key Performance Indicators (KPIs). KPIs help to reward people with Performance Increments, Special Incentives and also a one-time payment for those at the maximum in their pay scale. Such issues were discussed with passion and commitment from all Members who attended the HR sharing.
The second speaker, HRmatters21 Chairman, Martin Gabriel shared his experiences when representing companies at the Ministry of Manpower and the Labour Tribunal Courts. Martin who currently represents over 30 companies as HR advisor have been kept busy these last 3 months as scores of retrenched and terminated employees took their appeals to the MOM and even the Labour Tribunal Courts. Martin provided several case studies that gave Members a comprehensive understanding of negotiations and causes for appeals.
The sharing ended with questions and answers pertaining to all topics discussed. Other matters discussed were on contracts, restrictive clause and withholding of salary. HRmatters21 would like to thank all who attended the 22nd HR Sharing.
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Snapshots from the 21st HR Sharing
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21st HR Sharing –
6th March 2009
Organizations are coming
to terms with the gloomy business outlook. 2009
presents itself as one of the most challenging years to companies
as well as individuals. The credit crisis is the worst financial
disaster since the great
depression, and companies are experiencing a sudden freefall in
businesses. HRmatters21 has been engaged by numerous companies to
provide counseling services, assist businesses to reduce costs and
at the same time to ensure no compromise in their competitiveness.
T. Vijay and Martin Gabriel came forward to share their experiences
in helping companies go through a retrenchment and observe the measures
taken by companies in reducing costs to ensure survival.
The Committee thought
that it was a good idea to share these experiences
at the 21st HR Sharing, a platform where HR professionals meet,
share
ideas and exchange information pertaining to Human Resources. Vijay,
who experienced being retrenched some years ago, related to the
participants about how retrenched personnel would go through various
stages from disbelief to trauma and loss of personal esteem and
how easy
it can be to slip into inactivity due to feeling lost. His presentation
helped HR Managers understand the emotional "roller coaster"
of feeling despondent, unimportant and worst of all, feeling helpless.
Vijay showed that in a Workshop, to be offered jointly with HRmattters21
and tailored specifically for such retrenched personnel, what the
methods are by which
retrenched personnel can overcome such negative mindsets, pick up
the
pieces and soldier on through various pursuits of employment, improving
their personal performances and up keeping of their sense of worth.
Martin Gabriel has had the privilege
to insight information with regard to corporate behaviour prior
to a retrenchment. Martin described what measures companies resort
to, to curb spending and ensure long-term survival.
According to Martin,
significant numbers of companies scurry to reduce costs, oblivious
to the fact that their actions may affect their comparative advantage.
He cited an example of a company that laid-off
numerous numbers of staff that were trained in identifying the spare
parts
of a car, a skill that was scarce in tiny Singapore. Such skills
would be
sought after when the economy recovers and the said company that
laid-off their staff may then find difficulty in recruitment if
their competitors take the opportunity to recruit these affected
retrenched personnel. Thus, a company may find it hard to ride on
the recovery if it reacts too
quickly to retrenchment as a first resort to contain cost.
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Snapshots from the
20th HR Sharing
Members of HRmatters21 exchanging views and
namecards during the coffee break.
Members' were broken up into various groups to brainstom on the various methods of recruitment.
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20th HR Sharing –
29th September 2008
Organizations are facing increased competition for staff in a
tight labour market like Singapore. With 2 integrated resorts
to be completed by 2010, the demand for manpower would surely
increase by 10 folds in the next decade or so.
Effective recruitment methods were therefore presented and discussed
at the 20th HR Sharing, organized by HRmatters21 and held at Spring
Singapore. Chris Choong, an adjunct trainer with HRmatters21 elaborated
on the various methods of recruitment. He touched on Recruitment
sources/methods, what constitute effective recruitment processes.
What are the costs of recruitment, and how should we measure recruitment
effectiveness? Participants were broken-up into various groups,
which discussed the various methods of recruitment. Chris, went
on to link all the various methods onto a diagram, which showed
how such methods, were inter link to each other.
Chairman, Martin Gabriel also shared some of his experiences.
He said that when he wanted to evaluate if someone was patient,
which could be a priority if he were recruiting a Customer Service
personnel, whereby part of the requirement to effectively discharge
one’s duty was to exercise patience to guest, he often made
the candidates wait for a long time before they were interviewed
and watched from afar how their body language were. If they appeared
tense and were often fidgeting, he could safely assume that their
restless nature showed that patience was perhaps not part of their
demeanour, and therefore unsuitable for a job that requires great
patience. Other discussions include the enhanced Maternity benefits
and how does one administer Childcare leave.
The 20th HR Sharing was indeed beneficial to Members who came
from various industries. See you at the 21st HR Sharing due in
January 09
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Snapshots from the 19th HR Sharing
Members of HRmatters21 exchanging views and namecards during the coffee break
Thomas Thomas sharing a conviction, that Companies need to do more
in being socially responsible
Our speakers and Members of HRmatters21 at the
19th HR Sharing.
L to R: T.Vijay, Dilip Kumar, Thomas Thomas &
Martin Gabriel
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19th HR Sharing –
23th May 2008
The face of the
organization often reflects from its website and printed
materials. Newsletters are a source of communications with its
client and the public at large. An impression is oftened form
by the design, colour, and how messages are put acrossed.
T.Vijay, website journalist for HRmatters21 shared tips on
creating effective newsletters with Members. According to
Vijay, printed materials are more expensive but friendlier to
our eyeballs as compared to online. He even compared the pros
and the cons of cost effective online newsletters in contrast
to the more expensive printed newsletters, but printed
newsletters have a stronger physical presence as compared to
newsletters in cyberspace.
After the coffee break
networking session, Thomas Thomas, the Executive Director of Singapore
Compact for CSR shared his work history with the audience. From the
oil industry to a Union leader and even one time Nominated MP, Thomas
had a message to put across, and that message is all about corporate
social responsibility. Thomas said that companies had a social
responsibility to their employees. He gave the example of retrenchment
and how companies should not shun away from compensating just because
of saving money. Taking a positive disposition and treating your staff
well can reap positive benefits. Companies need to earn the respect of
their employees before employees reciprocate which will translate into
higher productivity.
HRmatters21 would like
to thank Vijay and Thomas Thomas for gracing the 19th HR
Sharing. It was indeed our pleasure to host such an event with 2
prominent and illustrious leaders in the HR Community. See you at
the 20th HR Sharing
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Snapshots from the 18th HR Sharing
Dr Amy Daniel, presenting worklife harmony to Members of Hrmatter21
Martin Gabriel, Senior HR Consultant discussing issues with regard to Maternity benefits
Members networking with each other during coffee break. |
18th HR Sharing –
31st Jan 2008
In today's corporate world, stress is the number 1 killer to productivity. According to Dr Amy Daniel, many Executives are unable to unwind to relax their mind, so as to enable it to be refreshed. A fresh and well-rested mind is more productive than a tired, worn-out mind.
Members of HRmatters21 had the privilege of hearing from an expert, at the 18th HR Sharing, organized by HRmatters21. Dr Daniel also emphasized on work life harmony, which is the cornerstone for a healthy lifestyle. In today's corporate world, there is an emphasis of `faster`. Executives are tasked oriented and less people oriented. HR professionals at the 18th Sharing found the seminar useful as HR professionals had to balance their staff
workload with family commitments. Some of the issues raised by Members' were flexi-work hours and giving the employees an opportunity to consume their annual leave when family matters crop-up. Many HR professionals seem to agree that companies were stringent in allowing staff to consume their annual leave, and that priority to work took precedence over family commitments.
The second half of the sharing was a revisit to the 5th HR Sharing. Martin Gabriel, Senior HR Consultant for HRmatters21 first presented the extended maternity benefits to Members when it was first introduced on 1st Oct 2004. At that time, not many issues
surfaced, but today there are numerous issues that employers need to resolved.
Many HR Managers are still unsure if they can negotiate with their female employees to return to work after 8 weeks if they do not qualify for the extended maternity benefits, as the Employment Act clearly spells out 12 weeks. Also, the law does not mention any provision to negotiate, unless the extended 4 weeks are taken flexibly. It was indeed a useful sharing as members exchanged opinions and network with each other. HRmatters21 looks forward to the 19th HR Sharing. Cheers!!
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