27th HR Sharing –
25th Feb 2011

Evaluation! That's a nightmare for every HR Manager who needs to set a standard, whenever a supervisor evaluates his employees. Sometimes employees cry foul and accuse their superior or the system of being biased.

Isn't the element of biasness in all of us? Sometimes we won't admit it, or we look for reasons to support how we think of our employers or employees. Balance scorecards and KPIs' are the buzz words in today’s corporate world. It's all about quantifying performances, and that's the business of CF Wong and Ng Shin Leong, two of HRmatters21 Consultants with vast experiences in studying and implementing new ways of staff evaluation. At the 27th HR Sharing, CF explained the 4 levels of planning, which are self goal settings, team goal settings, department goal settings and organization goal settings which shall determine what are the 3 most Key Performance Indicators.

Participants had an insightful walk through, as to how KPI's should be implemented and the objectives of KPI's.

Control it before it controls you! That's the message from Dr Amy Daniel, an Associate Trainer with Hrmatters21. Dr Daniel, who is an expert in EQ and a professional counselor, explored the myths and re-enforced the truth about our own anger. "Are you afraid of your own anger" asked Dr Daniel. Participants were surprised at the question. Dr Daniel stressed the importance of knowing one's own anger, so that we can change, rather than expecting others to change as the latter is very unlikely to happen. Anger is energy says Dr Daniel, and how we channel this energy is very important. It was indeed beneficial to all, to be in touch with their own anger, emotions, and how we can improve ourselves by being aware, of our very own 'fuse'. Thank you! Dr Daniel for that very insightful presentation.

Thanks to all Members who attended the 27th HR Sharing and made it a success. We look forward to the 28th HR Sharing. Cheers!!

By Michelle Yeo

26th HR Sharing –
30th Sep 2010

Adventure! That's what everyone has on their mind as the year end approaches. Adventure planet was invited to grace the 26th HR sharing and they did not disappoint participants with their many activities. Even simple games from the inappropriate setting of a classroom could instantly change the mood as participants forgot that they were in a serious setting of desk and chairs. Such were their skills in handling a serious environment and transforming it into a 'fun' activity.

Success, Trust, Belief, Communication and Leadership, these are the keywords that mean quality for Adventure planet. They have been in the business for many years and if you have a need for teambuilding activities, these are the guys you would want to talk to. Cheers! To the Adventure planet and we hope to see them again at the next HR Sharing, so that we could look forward to more fun activities.

Handling Sexual Harassment at the workplace
Sexual harassment at the workplace has been a bane for most organizations and most HR professionals aren't sure how to handle it, or does it even exist? HR Professionals, Managers and CEOs' were all 'ears' as Veronica and Corinna, representatives from the Advocacy group AWARE (Association of Women for Action & Research), shared insightful information and the definitions of sexual harassment. Methods on how to handle such sensitive and complex issues were also discussed, with past case studies used as examples. Participants' were also invited to attend workshops conducted by AWARE. The workshop would equip Managers on the skills and knowledge in handling sexual harassment. Participants were indeed impressed, as AWARE had handled numerous cases of sexual harassment and offered counseling and legal advised to those in distress.

By Michelle Yeo

25th HR Sharing –
27th May 2010

For the very first time, our regular HR sharing session produced 3 presenters. A wide variety of discussions to serve members better. Most notably was the presentation by Sean Rudge, a representative for Orange T. Many regard Orange T as a property agency, but to the surprise of many HR professionals, Orange T has set up a department specifically to assist HR professionals in dealing with the expatriate employees. From receiving them at the airport, to sourcing their accommodation and even quality schooling for their children. All these ‘chores’ would be handled by Orange T, assisted by an online system that would allow the HR administrator to log in to view at which stage of care has Orange T rendered to the expatriate employee. Orange T’s help would be right from the start of receiving the employee at the airport right up to the time the employee leaves Singapore. With Orange T, outsourcing has taken on a new meaning.

Chris Choong, a HRmatters21 associate discussed some of the secrets when conducting an interview. How to tell if the candidate is a visual or a sound person? That’s a trade secret Chris shares at his regular Interview and Selection workshop.

New laws with new challenges, third presenter Martin Gabriel of HRmatters21 presented what’s in the pipeline to proposed changes to the employment regulations. As Martin attended a presentation by the Ministry of Manpower at the Tripartite Alliance for Fair Employment Practices, he was of the view that it would be useful to share such up to date information with employers, as he was briefed at the TAFEP seminar. This ensures that they get a head start in preparing, what is to come. The proposals discussed were older workers working beyond their retirement age of 62 and a wider scope of coverage to protect Executives in cases of salary disputes and/or dismissal.

By Michelle Yeo

24th HR Sharing –
15th January 2010

In an environment where the world's economy is in such uncertain times, Corporations are unsure what are equitable remunerations, and what is the so called 'market rate' that companies should pay their staff. It was indeed timely that our guest speaker, CF Wong, an expert in Compensation & Benefits came forward to share his valuable knowledge and experience with Members. Wong is also an MOM-WDA registered consultant for Flexible Wage system (FWS), and has developed and implemented Compensation and Rewards system for non-profit organizations, SMEs as well as MNCs.

Developing a formula that pays for performance was the salient feature in his presentation. Companies should not pay based on seniority, but to evaluate the job size, its accountability, and impact on profitability and business objectives.

Scrutinizing the job by Identifying each task and placing a value to it would help HR professionals rank the importance of each particular task and help them make sound judgments in rewards & remuneration.

Wong is also a trainer with HRmatters21 and conducts regular Compensation and Benefits workshop.

Iqdynamics, a familiar name that is synonymous with payroll software was our second presentation (discussion). The software, known for it's user friendly functions can be operated practically anywhere in the world, with its online option, a very much sort after feature by many MNCs in Singapore.

Sadon Salman, a veteran in understanding payroll processes and needs, took questions from Members and demonstrated how technology has reduced what used to be a 10 men job into one. Iqdynamics has lead the way in payroll technology and will continue to do so by ever improving its software to ensure that it is able to cater for all requirements, including being user friendly to a diverse qualified staff that operates its software with no hiccups at all.

We thank Members who turned up for the HR sharing and look forward to the 25th sharing.

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 23^rd 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 24^th HR sharing.

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.

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.

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.