Segregation of Duties: A Simple Example

18 November 2016, Singapore: The last couple of days, enforce my positive view of "Segregation of Duties". By adherence to this 'internal control" policy, it create less conflict and help you to see other people professional opinion... 

Example # 1:

I wanted to use my HR Blog e-HRM Inc as an information sharing and HR training for my team. But due to some stupid bloggers, they tarnish the blog site by blogging racism topics and up-load porn videos - my corporate IT deactivated the picture download. It affected most of my blog articles. After few round of explanation to my local IT management team, Corporate IT requested an official approval from the IT Director to make the decision if the website can be moved to the company white-list. I decided to drop an email to him and his manager and informing them that it is alright for them not to approve my request and I will respect their decision. At the end, the IT Director made the decision not to put the blog website on our company IT "white-List". I accept it. Why? Because it was his area of expertise and authority. 

Example # 2:

After a discussion with my Managing Director, I was tasked to inform my colleague, Manager in charge of Facilities Management to look into my department office renovation. I dropped him an email, enclosed the designated area floor plan and shared with him my proposal. He came to my office, looking worried and shared with me that he cannot accept my proposal as it will cost a lot and too complex due to internal piping and electrical wiring. I told him that I will accept his counter proposal as I am not the expert but shared with him my expectation that the rooms should be sound proof and visitors / non-HR staff should not be able to view my HR staff LCD monitor due to nature of their work.

Based on the above examples, if every one understand the "segregation of duties" policy - there will be less conflict, and misunderstanding among department / functional heads. Beside used as an internal control mechanism, it help to establish the area of accountable and decision making authority.  

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HR of The Future, By Dave Ulrich (1997) ....

14 November 2016, Singapore: After attending RGF "Future of HR" conference, I started to "googled" and was redirected to this website entitled (click it to read for details) "HR of The Future: Conclusion and Observations" by Dave Ulrich, 1997

Is was written by Dave Ulrich in 1997. Do you think, after almost 9 years ... 2016 ... How much has change and evolve in the field of HR Management?

Please write your comment.

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Singapore MOM 2017 Regulations: Paternity Leave and Maternity Leave for Unwed Mother

14 November 2016, Singapore: HR Professional, whose job portfolio cover Singapore - Please take note of Singapore Ministry of Manpower (MOM) changes with effect from January 2017: -

• Paternity leave for father whose child is Singaporean citizen - with effect from January 2017, it will be mandatory for 2 weeks. Currently, 2016 regulations is 1 week mandatory while another 1 week is voluntary by the employer. For details, click the hyperlink: http://www.heybaby.sg/

• Maternity leave for single or unmarried Mother: With effect from 2017, they will be entitled to 16 weeks of maternity leave compared to current which is only 12 weeks.

Click the hyperlink: http://www.straitstimes.com/singapore/parliament-unwed-mums-to-get-16-week-maternity-leave 

Listed below are some of the current 2016 MOM regulations governing the paternity leave and maternity for single or unmarried mother. Click the hyperlink: -

• MOM: Maternity leave in special situations
• MOM: Paternity Leave

I know some of the reader from outside Singapore will mention that there is some form of discrimination between married and unmarried mother. I will not comment on it as it is not the objective this article but I do hope in the future, Singapore being a develop country will be able to close such gap.

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Fake Diplomas and Degrees: Tough to be a HR Professional

12 Nov 2016, Singapore: I wrote this short article on 21 March 2015, but did not publish it. Saw the status "Draft" and since I have not been active since Aug 2015 ... here it goes! Now days, there is too many fake degrees - as a HR professional, I think it is getting difficult to verify a fake diploma or degree with a real one. Some of the fake diplomas / degrees makers has their own university website and 'professional' call-center to verify the validity and authenticity of their fake degree when you call-in. They will pretend to be the university when you call in to conduct reference check.

Click the hyperlinks for website that can help to educate you on fake degrees: 

http://www.geteducated.com

http://hrpeople.monster.com

http://www.elearners.com

http://www.counterfeitdegrees.com/

http://www.msinus.com

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The Future of HR:

12 Nov 2016, Singapore: Last Thursday (10 Nov 2016), I was invited by RGF to attend their annual conference entitled “Future of HR: Technology I Disruptive I Collaborative”. It was an eye-opener for me. Back in 2014, I started my HR Team to use “WhatsApp” to speed up our HR team communication. At the conference, I was introduced to other application like “Slack” and “Facebook: Workplace” which was developed to improve communication and engage team members / company employees.

To keep it short, the 1 day conference was divided into: -

• The Collaborative Panel
• The Asia Panel
• The Disruptive Panel
• The Technology Panel

Details can be obtained at the following website (click the hyperlink): www.futureofhr.events 

A speaker from IBM, Ms. Pallavi Srivastava shared with the participants about the future changes to HR professional skills in their respective "specialist" roles (for details, please refer to the pictures): -

I hope this article was helpful to newbies (like me) to the world of HR "Technology, Disruptive, Collaborative".

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