Sme hr series re-think the recruitment model with the singapore's context - 2015-12-09
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Transcript of Sme hr series re-think the recruitment model with the singapore's context - 2015-12-09
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
Re-Think the Recruitment Model Within the
Singapore Context
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
Ignorant of the changes
Refuse to change
Don’t know how
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
• In 2005, one in 12 residents was 65 years or older
• In 2020, one in 6 residents will be 65 years or older
•ASIA FASTEST AGING POPULATION
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
•INCREASED LIFE EXPECTANCY
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
•REMAIN LONGER IN WORKFORCE
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
•FERTILITY RATE
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
• SHRINKING LABOUR FORCE
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
•MORE EDUCATED WORKFORCE• Employees with Professional Qualification and Diploma
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
•MORE EDUCATED WORKFORCE• Employees with Degree
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
•More holding P.M.E positions
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
What are implications for companies ?
Demographic Trend 1 Demographic Trend 2
Ageing Population Less Younger PeopleLonger lifespan More Educated
Remain longer in workforce
Aspiring for PMEs jobs
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
PROFILE OF MATURED WORKERS IN SINGAPORE
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
Age & Life Stage
• Matured workers : Between 50 to 70
• Life Stage : With grown up children
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
Education Profile
• Little or no formal education
• Low skilled job characterised by low wages
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
Purpose & Objectives of Work• Financial freedom• Active Lifestyle, Quality of Life• Health and Mental state
• Source : Engaging the Matured Worker, An Action Plan for Alberta• Source : WorkbookBC Employer’s Tool Kit
• Traditional concept of retirement
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
Physical Health
Physically and mentally less demanding
Provide shorter working hours / work week
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
Financial Rewards & Benefits
• Source : International Profile of Cleaning Industry by Asset Skills, Intelligence Paper
Implement Skills & ‘Not-Age- Based’ Salaries
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
Employees’ Benefits
Match the needs (eg) medical and insurance
• Source : Older Workers : Untapped Assets for Creating Value
Contribute to retirement fund
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
Work-Life Balance
Introduce Work-Life Balance (Life priorities)
• Source : The New Agenda for an Older Workforce
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
Managing Intergenerational Differences
Workplace Relationships with dignity
Cultivate sense of belonging through communication
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
Traditionalist Baby Boomer
Gen X Gen Y
Year of Birth
Before 1946
1946 – 1964 1965 - 1980 1981 - 2001
Age(as of 2015)
70 51 - 69 35 - 50 14 - 34
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
Gen Y Supervisors
Traditionalist & Baby Boomers Subordinates
Inexperienced, do not know how to
manage
They don’t explain and share views
They want to control
everything…
Micro-manager
Disrespectful…
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
Gen Y Supervisors
Traditionalist & Baby Boomers Subordinates
Disrespect, yell and rude to me…
They think that experiences counts
more than anything…
Self-opinionatedHard to get
buy-in
Dislike changes
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
Lack of Awareness of Intergenerational Differences Singapore’s scored the 2nd lowest among 9 Asian Pacific Countries
• Source : The Aging Workforce in Singapore : Managing Intergenerational Issues
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
The reality is that we know the workforce is ageing, but there is just no urgency among a number of employer here in thinking about what they need to do in order to prepare themselves- TAFEP General Manager
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
PROFILE OF YOUNGER WORKERS IN
SINGAPORE
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
Demographic Profile
Needs and Expectations
Age • 35 years old or less
Life Stage Life Priorities• Getting married• Having children
Education • NITEC / Diploma and above• Higher aspirations (with SkillsFuture)
Physical Health • Good condition• Mental stress
• Source : WorkbookBC Employer’s Tool Kit
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
Demographic Profile Needs and Expectations
Work-Life Integration • Flexible schedules / ample time off
Financial Rewards • Competitive and equitable compensation
Benefits • Tailored benefit schemes• Faster promotion to management
Work Environment & Relations
Meaningful and Interesting Work• Freedom to make decisions• Frequent Feedback• Social Workplace
• Source : The Aging Workforce in Singapore : Managing Intergenerational Issues
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
Demographic Trends
Review internal hiring strategies
Supply of
Workers
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.
HOLISTIC APPROACH
1. Re-think People-Strategy
3. Harness I.T
2. Adopt Technology
4. Revamp processes
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SHRI. Building the HR brand since 1965.Copyright © 2007 SHRI.