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How To Hire A Human Resources Specialist - A Detailed Guide

As your business expands, the need for hiring a full-time Human Resource (HR) specialist increases to manage several critical day-to-day tasks effectively. With a growing workforce, an organization must consider it important to establish a strong human resource department to streamline important processes. From managing employees’ salaries and other compensations to overseeing many important administrative tasks, an HR specialist can add great value to any business. An HR specialist also helps establish important policies to ensure that the operations of an organization are in line with the rules and regulations of a country.

Hiring the right people is the central part of business development. As the company grows in size, problems such as people management, workflow processes, and regulatory measures become more complicated. Human Resources experts are the bricklayers of people activities, and a robust HR framework is essential to business performance. Establishing an effective human resources department is vital for increasing your business, creating a company culture, and managing employees. 

From creating a solid job description to asking the right questions during an interview, here’s how to recruit a high-quality HR professional for your business.

HOW TO START THE HIRING PROCESS?

1. Identify your needs:

Do you want someone who can look at the big picture and develop an HR plan, or do you require someone to get into the details and handle tiny but critical everyday tasks? If your company wants to expand quickly, recruit someone senior and ambitious and delegate authority to them to develop their team as required. These individuals command higher wages, but it is beneficial to employ them early to position your organization for success. You’ll want someone who can develop an efficient recruiting process so that you can regularly hire the best talent as your business expands.

2. Compose a perfect job description:

A strong job description will aid you in the hiring process. You can share it on job boards or distribute it to friends on social media. When evaluating applicants, you can use this job description to pick the appropriate interview questions. Here’s how to begin writing the job description:

Select a template online to avoid dealing with a blank screen. Use an HR manager job requirements and look for sample job descriptions for HR directors, HR business associates, or HR managers, as job titles can change while duties stay the same. These will assist you in determining what qualities to search for when recruiting an HR manager. Sort the job responsibilities on the template and display only those that apply to your situation. For instance, if you need assistance with legal obligations, you’ll need someone familiar with labour law and enforcement. Ask for specific expertise if you want someone to develop an efficient and innovative recruitment process.

Consider what would entice people to apply, particularly senior professionals that have a plethora of job options. Define your organization’s values (in response to the question, “What are we doing that could offer workers a sense of achievement?”) and why your organization is a great place to work. Include advantages and, if you have one, a link to your jobs tab.

3. Share and post about the job in the right places:

You can employ a recruitment firm to handle ads and application processing now that you’ve defined the attributes of the individual you’re searching for, this will save you a lot of time while posting jobs and reviewing resumes, and it will also allow you to promote in specialized channels that professional consultants are aware of.

Many HR professionals can be found on LinkedIn and Twitter. Inquire with your contacts if they know an HR professional who meets your requirements, or share your job posting using Twitter hashtags (such as #HR). You may also write an email to your staff with the job requirements and ask if they have someone in mind who would be a good match. Since referrals are often identified as the most successful recruitment source, there is a high probability you can locate your best possible candidate this way.

HOW TO ASSESS AND INTERVIEW THE CANDIDATES?

Once you have a shortlist of suitable candidates, it is time to begin the interviewing process. Create interview questions based on the responsibilities and qualifications mentioned in the job description. If you want someone to create a salary and benefits scheme, for instance, question them how they’ve accomplished it before and what the outcomes were. If you need somebody with excellent leadership skills, ask them to summarize their expertise in leading a team, motivating team members, and resolving disputes.

Here are some interview questions to ask to choose the right candidate:

Tell me regarding your experience managing a human resources team or establishing a human resources department. Search for candidates who can confidently explain their expertise, give credit to their group members, and demonstrate a leadership style that matches what you’d like to see in your business. 

Which three workplace rules would you create first if you were recruited, and why? Look for candidates who take legal considerations into account, offer valid reasoning, and demonstrate the ability to set goals.

Describe a moment when you messed up. It is necessary to find someone who can take responsibility and someone who improves from failures.

How can you improve our business culture? Look for people who recognize the importance of investigating the current situation and including workers to change the workplace. Give extra stars to people who discuss cultural studies or benefits.

What HR technology resources do you recommend, and how will you select the best tools for us? Look for people who are technologically advanced and can justify why they choose one tool/software over another.

Ensure that you accurately present the problems that your organization faces during the interview. Discuss the procedures and policies that are lacking and your goals for culture and employee participation. Inquire how the candidate plans to begin moving in that direction and encourage them to share any additional ideas.

CONCLUSION:

Making a job offer to an applicant does not mark the end of the recruiting process. To guarantee that the human resource specialist is quickly involved in the workplace and takes decision aimed at long-term success, an organization must show full faith in the newly recruited HR plan and support his/her new ideas. This is how you can hire a human resource specialist and effectively deal with HR challenges faced by your organization.

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Face Scan for Employees in the Pandemic and After

With scientists and health officials reiterating the importance of wearing masks and not touching common surfaces, businesses have started embracing new technologies and novel ways to ensure employee safety inside their premises.

One of the most useful and popular technologies for corporate businesses during the ongoing pandemic is Face Scanning. 

As the name suggests, face scanning is a contactless way to capture and record a person's facial impression in a central database.

Unlike legacy attendance systems such as biometric fingerprints or time clocks, face scanning offers a much more efficient and importantly, a safer alternative for employees.

The ongoing pandemic has also made businesses come up with novel ways to customise this technology and utilise it for further applications such as mask detection and even screening body temperature.

Before we check out how corporates are using face scanning in more detail, a quick look behind the scenes on the technology that makes all this possible.

How the Technology Works

As soon as the corporate employee looks at a thermal camera or scanner installed at the office premises (most notably, at entrance and exit gates), the face scanning and recognition technology starts working its magic. 

Face detection and analysis

The camera or scanner first spots the image of the face after which it is captured and examined. The program reads the various attributes of the face such as the shape of ears, cheeks and lips. It also calculates the gap between the eyes and the space from forehead to chin and other patterns like orbital depths.

Transforming face into digital information

All facial analysis done, the face is converted into data that is unique for each employee. After the software registers the faceprint of the employee, it records this data securely and acknowledges the particular face for all subsequent check-ins.

Modern face scanning applications also use artificial intelligence and machine learning to not just recognise faces but also detect if people in a designated space are wearing masks. This may allow companies to ensure that their workforce is adhering to safety protocols.

Let's explore more exciting possibilities and benefits of face scanning in Covid times and beyond.

Benefits and Applications

Face scanning has major benefits for companies in a corporate environment as the prevailing biometric solutions are impractical in the pandemic.

But this smart solution offers much more than attendance tracking for you as an employer.

 a) No Physical Biometric and Time Clocks

More efficient attendance system with no punching of clocks or pressing thumbs on a biometric machine, thus automating attendance process and saving time. 

b) Better Accuracy and No More Queuing

Even if your employees forget their id cards, face scan ensures that their connected smartphones mark their attendance.

Also, no more waiting in a queue to punch in the clock. Just activating the 'geofencing' feature helps the system log your workers in as soon as they enter into your designated zone. 

c) Real Time Monitoring

As an employer, you can now monitor your workers' location in real time. If your workplace has designated or forbidden areas for specific employees, the geofencing option will help you establish safe and secure spaces in your company. 

d) No Need to Remove Masks

The pandemic situation has forced us to mask up at all times. Don't give your employees a reason to remove their masks and expose them and others to the deadly virus.

Thanks to facial recognition technology, your staff can simply move in and out of their office with the system accurately identifying them.

e) Non Physical Temperature Checks

Modern cameras and face scanners can also measure temperatures of people entering your office premises. This ensures that the health of employees is being monitored at all times.

f) Enhances Employee Productivity

 By capturing real time data on your employees' work hours, the face scan attendance system provides you valuable reports to analyse their work patterns and discipline and work on ways to improve their efficiency.

g) Adherence to Mask Policy

If your company has a strict policy on wearing masks at all times, face scanning apps can help you spot if any employee is not sticking to this rule.

Instead of physically supervising the entire workforce and consuming human resources, simply deploy these smart technologies that will notify you whenever someone commits an infraction. 

h) Remote Monitoring

If you operate a large organisation or multiple facilities, all the scanned data can be integrated into one system that you, as an owner or administrator, can monitor remotely.

No more need for additional personnel, thus cutting administrative costs.

There you have it. A good facial scanning system allows increased safety, more efficiency and also better use of your human resources.

Carbonate is one such HR software that features Face Scan and Geofencing in its app.

By enabling these features, the app allows employees within the company specified geographical radius to mark their attendance via face scan, even if they are wearing masks. 

All the administrator has to do is login to the Carbonate app and switch on these options in the attendance tab, while the employees just need to download and activate this app on their mobile phones.

Face scanning applications have come as a boon for companies during these tough times. It has created better attendance recording for employees and simultaneously ensured all the mask wearing and body temperature protocols are in place.

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Comprehensive Guide on MOM Regulations For Shipping & Marine Industry

Once a small city with a harbor, Singapore now has one of the busiest and most thriving ports in the world. The city-state is also a global hub for designing and building ships and offering various marine services.

Singapore's shipping and marine sector employs tens of thousands of people from all over the world and is an attractive industry for the global workforce to come and work here.

The Ministry of Manpower (MOM) of Singapore enforces strict work permit requirements for this sector. Here's everything to know about MOM regulations, hiring policy for foreigners, and the labor laws of Singapore about the shipping and marine industry.

Definition and Classification of Shipping and Marine 

MOM regulations have specific categories for shipyards and company workers to be classified under the marine sector. The labor laws dictate that:

● A company's main business is shipbuilding or ship repair

● A company must qualify as a shipyard or a contractor sponsored by a shipyard

It's important to note that both these preconditions have to be fulfilled to officially classify a company under the marine shipyard sector.

Let's elaborate on both of these preconditions.

What comes under main business activity? 

Each of the below activities comes with its code called the Singapore Standard Industrial Classification: 

● Constructing ships, tankers, and other vessels

● Repairing ships, tankers, and vessels

● Building and repairing of ship accessories and engines 

● Constructing and repairing of smaller vessels such as lighters and boats

For a business to fulfill the qualification as a shipyard or a contractor sponsored by a shipyard, it needs to be one of the below entities. Again, each has its requirements and advantages:

a) Sponsoring Shipyard: The company needs a registration certificate and a waterfront space. It should also be able to support resident contractors and common contractors.

B) Non-Sponsoring Shipyard: Apart from the registration certificate and a waterfront, a non-sponsoring shipyard needs prior approvals to apply for or renew work permits for workers of certain countries or regions.

C) Resident contractor: While a resident contractor doesn't need prior approvals for work permits for specific countries, MOM regulations require them to be sponsored by a specific shipyard. Moreover, this shipyard bears responsibility for applying or renewing work passes on behalf of resident contractors.

D) Common contractor: A common contractor can be supported by multiple shipyards-sponsoring or non-sponsoring, but these shipyards need to apply for or renew work passes on their behalf. 

If you're a foreigner who wants to work in the shipping and marine industry of Singapore, the country has laid down its hiring policy. 

Eligibility for Non-Native Workers

The labor laws of Singapore allow workers from only the below nations for its marine sector:

Malaysia

China

Thailand

India

Bangladesh

Sri Lanka

Myanmar

Philippines

South Korea

Taiwan

Hong Kong 

Macau

Workers need to be a minimum of 18 years old and below 50 years old (below 58 years for Malaysians) at the time of applying for the work pass.

Based on their skillset and their respective countries of origin, foreign employees can be hired for different tenures of employment. 

It can range from a maximum of 14 years for basic skilled workers to 26 years for higher-skilled workers. 

In the case of Malaysia and a few other regions, there is no cap on the maximum period of their employment.

Additionally, foreign work pass holders in the marine industry must work inside the site of the shipyard.

MOM regulations also limit the number of work permit holders for each local employee. Currently, a company can hire 3.5 work permit holders for every local employee. Moreover, the company hiring them is also imposed a levy based on the skillset of their employees. If an employee is higher skilled, the monthly and daily levy rates are $300 and $9.87 respectively.

However, if the employee is classified as basic skilled, the monthly levy rate increases to $400 and the daily levy to $13.16.

Companies need to pay a lower levy for higher-skilled non-native employees. Fortunately, there are certificates and skill evaluation tests that can classify a foreign employee as a higher skilled worker.

Mandatory Safety Courses

Singapore's hiring policy requires non-native workers to successfully finish either one of the below safety courses to get their work passes issued:

● Apply Workplace Safety Course and Health in Shipyard (General Trade)

● Shipyard Safety Instruction Course for Workers (General Trade) (SSICGT)

As a company hiring a foreign workforce, the labor laws of Singapore mandate you to register your employees for the courses. And they have to finish either of the courses within 14 days of entering the country.

The employer is responsible for its foreign employees to clear the course. In case the workers fail their courses, they should retake them at the earliest and have to pass them within 3 months of arriving in Singapore. Else, their work passes may be canceled.

Once they pass their respective courses and fulfill all other criteria, foreign workers can be gainfully employed.

However, MOM regulations require a foreign workforce in the marine and shipyard sector to reappear and pass the safety courses again during the course of their employment.

If they have been working for 6 years or less, they should appear and pass the course once every 2 years. And if they have worked for more than 6 years, they must successfully pass the course every 4 years.

Readers must note that the above labor laws of Singapore are particular and specific to the shipping and marine industry. 

There are more general requirements for work permits additional to these and every foreign worker must fulfill all criteria mentioned by the MOM regulations.

Singapore's vast and prosperous marine sector attracts workers from all over the world. Working in Singapore is a very rewarding and learning experience. 

Its MOM regulations are rigorously enforced though; hence, companies and individuals looking to work in the marine industry should thoroughly read up on the hiring policy and labor laws of Singapore.

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5 Effective Employee Retention Strategies

"Everyone talks about building a relationship with your customer. I think you build one with your employees first."

- Angela Ahrendts (Senior Vice President, Apple Inc.)

If a trillion-dollar corporation values its employees as much as its customers, I think it should hold true for all companies big or small.

And yet many employers forget to build relationships with their workforce and then appear shocked when they leave.

Here is a scary statistic:

Around 40 percent of employees who quit in 2017 did so within a year of being hired, according to a study based on 34,000 exit interviews studied by Work Institute. 

What is even more astonishing is about half of them left extremely quickly—within the first 3 months.

If you are a business owner or an HR leader, such numbers are bound to worry you. You know you need effective employee retention strategies and workforce management processes to prevent your valuable workers from leaving. 

But before discussing these, we first need to understand why it is essential to retain employees.

Importance of Employee Retention 

a) Complex and Time-Consuming Hiring Process 

From posting an elaborate job description to reviewing all the resumes to screening, interviewing, and offering a job is a difficult and tedious process. 

And you are not done yet. 

You still need to run background checks on the shortlisted candidates, do all the legal documentation, and finally onboard the new hire, all of which is a long-drawn-out exercise.

b) High Employee Turnover Expense 

According to estimates, it may cost a business 50 percent to up to 250 percent of the annual pay package of your ex-employees when replacing them with new hires. 

Apart from onboarding, supporting new employees in learning their job responsibilities and helping them fit into their new organizational culture can be major expenses. 

c) Losing Domain Knowledge

This is especially true when experienced and highly skilled employees leave without properly doing a knowledge transfer. 

The institutional and subject expertise they possibly hold may be lost for the company.

d) Teamwork Challenges

It’s exhausting for long-time employees to keep training new hires.

And the constant turnover in the workforce prevents any team bonding and working together as a productive unit.

e) Business Rivals Benefit 

What's the most likely place your ex-employee will join? 

That's right, your immediate business competitor. Your rival organization will gain from the skills and knowledge your previous employee brings to the new company. 

On the contrary, what happens when you implement employee retention strategies successfully in your business?

● Higher Productivity

● Greater Earnings

● Excellent Customer Service

● Increased Employee Satisfaction

So how do you accomplish all of these?

By carrying out some of the most effective employee retention strategies, along with a good workforce management process.

Employee Retention Strategies-The Top Five

1) Hire the Right People

The best way to hire the best people is to be transparent with them during the hiring process. This ensures the new recruits are set to clear expectations and are better informed about their roles and responsibilities. 

And when they start their new job on an assured and positive note, they are more likely to stay longer.

2) Competitive Pay Package

Like it or not, even the most loyal employees won't stick around with poor remuneration. 

Offering competitive salaries and meaningful benefits such as health care and insurance are some of the most influential employee retention strategies. 

Good employees must be provided monetary and other compensations that are commensurate with the industry standards. You don't want them exploring other options just because you didn't offer good monetary benefits.

3) Competent Leadership

No one wants a boss on their head; however, everyone likes a leader.

Employees look up to their superiors and expect them to lead and be able to tackle challenges head-on.

As a leader, you also need to be a visionary and share your organization's goals and direction with your workforce. 

Moreover, you need to motivate them constantly and instill confidence in them.

Always be respectful and fair to everyone. Remain accessible to your people and encourage constructive feedback and criticism.

4) Employee Engagement 

Employees that are disengaged are less likely to stay put in a company even if they are paid well and perform their work satisfactorily.  

Here are some of the features that inspire a worker to engage, be passionate, and have a desire to remain in a workplace:

● Learning opportunities: Employees who are highly engaged in cross-training projects and leadership programs outside of their job profiles are usually more engaged at work.

● Clear Advancement Goals: Clear goals and paths for promotions and career advancement are one of the best employee retention strategies. These motivate employees to push themselves towards accomplishments and rewards.   

● Constructive Feedback: Contrary to what some leaders think, great employees, love receiving feedback. Instead of an annual affair where assessments bring out bad surprises and resentment, good workers welcome random, constructive feedback from their leaders to help them constantly improve.

5) Responsible Brand

More and more employees are starting to associate with organizations that actively contribute to making the world a better place. 

And through them, employees, too get to participate in making a change in issues they are passionate about.

As a senior leader, find out what your employees care for and involve the whole company including its management to come up with ways to help. 

Be it the local community or a global charity, rally around your employees to contribute and actively work for good causes. 

Socially conscious people love to work with a business that not just makes a great product or service, but also takes extra initiatives for the society.

Bonus Tip!

Along with enacting the above employee retention strategies, you should also consider a workforce management software. These applications help companies in planning, payroll, appraisal, and tracking employee activity. 

A robust workforce management software such as Carbonate increases the optimal performance of an organization by efficiently taking care of the entire HR processes.

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How to Calculate Overtime?

When a person works more than specified hours for the job, the additional hours will be known as overtime. A company/person needs to learn how to calculate overtime to pay the employees right.

The company has to pay extra charges for extra hours, and the hourly will be higher than regular hours. The minimum hourly rate will be double or at least one and a half than the standard paying rate. For example, a worker is working 40 hours per week at an hourly rate of $10. If he works 45 a week, the worker will be paid $400 for 40 hours and $75($15 hourly rate) for extra 5 hours. In this way, an employee can earn more by working overtime.

However, some employers are also paying ‘double time’ for the holidays and special occasions. Those employees who are getting an income rate over the mentioned amount will not be entertained for overtime by the company. But, a few companies are paying overtime to every kind of their employers. However, there is no government interference, especially the Department of Labor, for asking the companies to pay overtime to employees for overtime on weekends and holidays. 

The employers and union contracts fix the rates of overtime for employees. But, the government is being involved through labor laws and regulations. Let’s learn some basic rules to make it clear how to calculate overtime.

Labor Laws:

Most countries include labor laws so no one can force a worker to work extra hours against his desire. These laws will be concerned with the preservation of worker’s health. So, they will be able to work in a productive environment. Moreover, healthy workers will be able to boost the economy of the respective company or organization. According to the law, companies and organizations will have to pay the extra payment for overtime. Otherwise, they can face lawful actions.

Moreover, workers can strike for their rights if the company does pay the revenue of overtime to the respective workers. The pay rate of overtime will urge the workers to work the extra hours because they will get a handsome amount compared to their salaries. By managing overtime, an organization or company will get a flexible workforce for production. The overtime working will help the particular company or organization come over the busy working period, shortage of production, the cover of workers’ absence, and bottlenecks. 

This will also enable the workers to earn extra money. Working in a company providing overtime opportunity will prevent the workers from working in other working places. The workers will use the earned money of overtime in maintenance, which cannot be done in their fixed salary.

USA Law for overtime calculation:

In 1938, the USA established the Fair Labor Standards Act to secure workers' rights to boost commerce production. According to FLSA, there standard 40 hours of working for various kinds of workers, and companies have to pay one-half times more than the standard paying rate or extra working hours over 40 hours. This law has also divided the workers into ‘exempt’ and ‘non-exempt’ from the regulation. 

The companies do not need to pay the overtime charges to the exempt workers, but they have to pay the non-exempt workers. According to FLSA, the independent contractors will not get the benefits of the overtime. The nature of the job will decide whether a worker is eligible for overtime pay or not. The exempt workers eligible for overtime include professional, executive, and administrative workers. After that, a worker must pass three necessary tests of duties, salary, and salary levels.

However, specific agricultural workers, outside salespeople, particular workers, and live-in workers are exempt workers. So, every company and organization which is working in the country has to follow the FLSA.

Overtime Calculation in European Union:

European Union has issued directives that have issued limited working hours. The orders need a working week of 48 hours for 17-weeks and a resting period of eleven hours in twenty-four hours of working. The breaks are necessary when a worker is working more than six hours a day. A weekly holiday is compulsory for every worker who is working day to day in a week. The directives are also facilitating the workers with one month of paid leave yearly.

Moreover, the workers who are working at night cannot work more than 8 hours a day. We can calculate the overtime easily. Regular salary will be equal to standard pay rate multiplied by 40 hours of working. Simultaneously, overtime payment will be similar to the regular wage multiplied by one-half of the extra work hours. For example, a worker has worked 50 hours a week. The standard hourly pay rate is $15. He will be paid $600 and $225 for the extra 10 hours. So, the worker will get a total of $825. This formula (pay rate x 1.5 x additional hours) will be applied for overtime calculation.

Overtime is just an option if you want to do so you can. If you don't, nobody can pressurize you to take overtime. It's a free hand opportunity for needy employees. They would be capable of getting extra salaries when they take over time.

So, most of the employees opt for overtime, and the companies pay them for that. Companies must learn first how to calculate overtime and then review and update the pay practices to ensure that they calculate and pay overtime in compliance with state and federal laws. 

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Challenges that HR professionals face in Singapore

The department of Human Resources, better known as the HR department forms an integral part of any modern-day corporate chain. In fact, it’s not just the big corporate structures that emboss the HR structure in their hierarchy. Even medium and small-sized companies have to create a functional HR department and abide by its policies in an attempt to create a working environment that not only serves its function efficiently but also becomes compliant with the 21st century standards of employment. However, despite several notable advancements in the HR sector, there are still some major HR challenges that HR professionals face around the world and especially in Singapore.

HR challenges in Singapore can only be understood after a thorough analysis of several industries and how HR operations are dealt with in several corporate organizations. These challenges vary in intensity, ranging from minute managerial issues to bigger policy hindrances. Most of these HR challenges in Singapore have grown to surface in the past decade. According to multiple policy analyzers, Singapore’s employment laws had been employer-friendly for the longest time. However, a recent shift in these laws becoming more employee-centered has caused a sudden spike in challenges that HR policymakers have to take into account. 

Many HR specialists throughout Singapore now face new challenges with little insight from their experience, trying to tackle and cope with the modern workplace requirements of the 21st century. Addressed below are some of the challenges of HRM (Human Resource Management) in Singapore.

Shrinking Workforce

According to the Director of People and Change Management of KPMG Singapore, Miranda Lee, the biggest HR challenge in Singapore is the shortage of a viable workforce.

Singapore has seen a consistently falling Total Fertility Rate and an increase in life expectancy over the last 30 years. Both of these parameters put Singapore in a specific demographic transition zone where the aging population increases in number while the average workforce required by many companies, the young blood, isn’t as high in number as they would like.

The problem of a shortage of people in the median acceptable workforce age is only aggravated by the fact that Singapore has seen an increasingly strict grip on foreign labor policies. Many companies are required to put in force a series of policies that enable the local population first when it comes to vacancies. 

Singapore has also become an increasingly popular tourist location. With the development of further tourism in the country, the need for a young workforce for the service sector jobs has increased – further dismantling the already worsened scenario. 

Falling Productivity Growth

Despite efforts at a national level, Singapore’s productivity growth rate has continued to decline, to the point where it has been consistently low than what was expected for years. In fact, the figure has remained below 1% since 2012. Many medium and small-sized enterprises have suffered the consequence and it is estimated that nearly 1% of SMEs were forced to close down due to this HR challenge (National Business Survey conducted by the Association of Small and Medium Enterprises in 2012). 

Increasing Unionization

Unionization is also among the HR challenges in Singapore that are on the rise. A general increase in unionization has been seen in recent years. This is further aided through the favorable legislation by the Singapore government after 2015. 

Even though the general corporate political environment in Singapore remains at a steady status quo, trends like unionization present genuine HR challenges because now the HR department has to come to terms with one more party that’s playing the field. Collective agreements and efforts to bring all the parties to a unified table are some of the biggest challenges of HRM in Singapore.

Foreign Employment

Government legislation in response to public feedback on an increasing number of foreign employees has resulted in a decrease in the inflow of foreign workforce, ultimately adding to the challenges of HRM. This has resulted in a huge disparity in the ratio of domestic and foreign workers. This has also resulted in manpower shortages in many industries, especially the food and beverage industry of Singapore.

One particular legislature in Singapore requires companies with more than 25 employees to advertise their jobs to local people for 14 days before filling the vacancy with a foreign employee. Due to policies like these, companies are now looking to remodel their technical infrastructure, adding to the HR challenges in Singapore.

Summary

As is evident, HR challenges in Singapore comprise a long list of ever-changing problems caused by regulatory and legislative instrumentation. Professionals in this field can only expect the challenges of HRM in Singapore to grow further as more legislative approaches are tried out to make Singapore’s employment environment as complacent to global terms as possible.

This presents an obvious problem pertaining to the HR departments of corporations who are looking to streamline their business among this massive array of ever-changing legislatures and policies. However, as big of a problem as it may sound, any company itself doesn’t have to deal with all these HR challenges thanks to the advent of outsourcing.

Carbonate is a fully-automated outsourced HR service provider that you can hire for your business to automate trivial HR management tasks to streamline your corporate experience. The HR challenges in Singapore that we have observed so far make it impossible to get around the trivial stuff to actually get stuff done. This is why many businesses are looking at solutions like Carbonate HR software to outsource their HR functionalities. This takes matters like recruitment, training, management, and even resignation off of your hands so that your train of thoughts can actually arrive where they are supposed to – your business. 

The atmosphere around Human Resource Management is going to get even cloudier, in part due to the efforts being made to centralize the corporate experience around the employee rather than the employer. And while these changes might be necessary to create a streamlined workflow environment that tackles general issues just as easy as it does work, they still pose a hindrance to productivity and should therefore be managed by an outsourced company that specializes in just that, like Carbonate.