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A Great Workforce A Great Workplace
A Great Workforce A Great Workplace
Managing Data Collection Functions in a Changing Environment
By Ms Adeline Ng (Deputy Director, Collection) Manpower Research and Statistics Department
Ministry of Manpower25 September 2013
A Great Workforce A Great Workplace
Vital resource for government and community —Rising demands to track new labour market trends and
developments
Highlights:— Driving forces for change — Major initiatives (over last few years) — New Initiatives (just launched or in pipeline)
I. Singapore’s National Manpower Statistics
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A Great Workforce A Great Workplace
A. Understanding fast changing economic & social environment
Demand for more detailed labour market statistics
—Rising volume and complexity of statistical information required
—Growing reporting burden on respondents—More complex questionnaires, survey e-templates and
validation rules
II. DRIVING FORCES FOR CHANGE
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B. Meeting respondents’ rising expectations
—More discerning and vocal—Frequently questioning the objectives of national
surveys—Challenged the compulsory participation of the surveys—Persuasion VS Coercion—Little tolerance for poor service
II. DRIVING FORCES FOR CHANGE
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C. Managing staffing needs of a more demanding collection function
Reliance on temporary interviewers for manpower flexibility— New capability needs : Supervision of large numbers of temporary interviewers Delivery of effective training More data cleaning & validation Preservation of high response rates
II. DRIVING FORCES FOR CHANGE
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A. More targeted surveys —Assess and monitor specific labour market topics and
workforce segments—Understands:
o Quality of workplaceso Employment of older workerso Challenges in managing manpower needso Employees' working conditionso Employment outcomes of laid-off workerso Potential entrants to labour force
III. MAJOR INITIATIVES
Establishment surveys
Household surveys
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B. Leveraging on technology
1. Integrated Manpower Survey System (iMSS)
— When launched in early 2010, world’s first integrated internet-cum-intranet platform
— Amalgamates traditional survey systems to single 3-in-1 IT system (internet survey system + survey management system + CATI)
— Shortens survey turnaround time— Improve data timeliness and quality— Real-time monitoring of key survey indicators
III. MAJOR INITIATIVES
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Capabilities and Advantages of iMSSFunction/Module Capability Advantages
Survey and rule editor
•Addition, amendment and deletion of questions in the survey e-template, covering typologies such as checkbox, dropdown, matrix, textbox and calculation matrix.
•Survey managers without complex programming skills can amend/create the e-template without going through any third-party.
•Reduce turnaround time for launch of online surveys
Sampling •Auto-sampling of a survey from the survey frame, using embedded programmes.
•Unless there are amendments to the sampling methodology, the samples are auto-generated.
Live dashboards •Monitoring of survey progress (eg,
by geographical area) using a traffic light system.
•Live monitoring of survey progress
Short Message Service (SMS) submission mode
•Respondents able to submit their survey returns via sms using handphones.
•Suitable for very short answers: (Yes/No)
A Great Workforce A Great Workplace
Capabilities and Advantages of iMSSFunction/Module Capability Advantages
Front-to-back integration
• Interviewers able to validate and query respondent’s inputs in the internet environment and assist to fill up the forms online.
•Ensure data quality as all survey responses will undergo the same set of validation rules.
•Enables interviewer to toggle between internet and intranet modes of the survey system.
Survey manage-ment
•Generation of progress reports by survey, including interim response rates and case status by interviewer / supervisor.
•Sending of reminder alerts (sms and emails) to respondents.
•Performance of each interviewer and supervisor is tracked to ensure efficient staff deployment.
•Enables the efficient management of reminder notifications.
Job Control •Enables case assignment, tracking and retrieval of assigned cases by officer ID.
•Enables better management of interviewers (esp. large surveys).
Audit trail
•User access control for application functions.
•Audit trial enables analysis of most frequently edited survey item, and by which interviewer/supervisor.
•Ensures accountability and data integrity.
A Great Workforce A Great Workplace
iMSS: Single IT platform from start to finish
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A Great Workforce A Great Workplace
B. Leveraging on technology
2. Enhance training through E-Learning Portal
Commissioned in October 2010 11 e-modules achieve up to 13 e-learning hours Covers objectives, concepts & definitions for specific surveys Interactive platform with online quizzes Acquire skills & anticipate challenges through modules – E.g.: Customer Service and Probing Techniques modules
III. MAJOR INITIATIVES
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E-Learning: Probing Module
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E-Learning: Drag and Drop test
A Great Workforce A Great Workplace
C. Managing Respondents’ Expectations
1. Respondent Engagement Session
Focus group engagement of establishments Hear out respondents’ concerns and their expectations Build rapport with respondents Facilitate buy-in through:– In-depth sharing of survey objectives– How their inputs can shape policies / programmes
III. MAJOR INITIATIVES
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C. Managing Respondents’ Expectations
2. Voucher incentive programme
Started in 2009 for household respondents Scope for greater buy-in to increase willingness of
respondents Programme facilitated high response rates Entails new operational processes:
Voucher storage Detailed record keeping Tracking returns/non-receipts Approved processes & audits
III. MAJOR INITIATIVES
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A. Behavioural Insights (BI)
Consultation with UK Cabinet Office’s BI Team Rolling out randomized controlled trials of behavioural
interventions Aimed :– Raise internet mode of submission – Overall response rates
IV. NEW INITIATIVES
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B. Creating value for respondents through AutoBenchmarking
World’s first in empowering users to benchmark against official manpower data
Interactive charts pre-populated with establishments’ survey responses upon secure login, to compare and benchmark against national and industry norms
Direct benefit to survey respondents Broaden data sharing and our way of thanking establishments
for their cooperation
IV. NEW INITIATIVES
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AutoBenchmarking:
Part of a whole suite of online data services: Interactive charts, Dynamic dashboard, Understanding statistics
module Encourage wider usage & understanding of labour market
statistics Enhance engagement with industry, garner greater buy-in from
survey respondents Help establishments gauge performance and raise industry
standards Enhance the analytical capability of data users
IV. NEW INITIATIVES
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Previously, data is shown in Tables or Charts
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A Great Workforce A Great Workplace
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New Interactive Website (http://stats.mom.gov.sg)
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A Great Workforce A Great Workplace
BarPercentile
Monthly Basic Wage (exclude Bonuses) : SGD$4,000
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Interactive ChartsData are presented visually in simple-to-understand charts
A Great Workforce A Great Workplace
C. Leveraging on Payroll Software Companies for establishment-based surveys
Feasibility studies for Extensible Markup Language (XML) format for payroll software• Act as an interface to online survey submission • Easy extraction of establishment’s manpower data
Advantages:• Saves time• Allows more accurate data submission • Better quality statistics • Fewer call-backs to respondents
IV. NEW INITIATIVES
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A Great Workforce A Great Workplace
• What has worked well in the past may not be sufficient for the future
… to stay ahead of the changing collection demands
V. CONCLUSION
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Thank You