Workforce Management 'Online' Magazine for Month of November 2013

29 November 2013, Singapore: Yup! It is Friday and I am clearing my personal email. Received an interesting email from WORKFORCE.com about their online magazine. Check it out ... 

• "Workforce" Online Magazine

• "Workforce" Magazine PDF Version

• Download Workforce Smartphone Apps

'I try to keep it simple'

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Compensation & Benefits: "World at Work" e-Magazine for November 2013

18 Nov, 2013 - Singapore: A good angel shared with me this link from "World at Work". They are one of the top authority in Global C&B Professional certification. You can also join their membership if you have intention to specialist in total rewards.

Click the link World at Work e-magazine Nov 2013

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Report / White-paper: Best Practices in Talent Management (Oct 2013)

17 Nov, 2013 - Singapore: Received an email from workforce.com about this 'Best Practices in Talent Management' by Hogan and Peoplefluent. No harm reading it for knowledge. Click the link ... if you like receiving such report ... please register to be a member of www.workforce.com

Best Practices in Talent Management by Hogan & Peoplefluent

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Singapore Human Resources Institute (SHRi) eMagazine Vol. 13 / Issue 2

14 Nov, 2013 - Singapore: Singapore Human Resource Institute is improving it services to its members. I believe this is the second edition in 'e' version.

For those reader who are not based in Singapore ... I hope the magazine will be an interesting reading for you. Click the link ...

eHuman Capital Magazine Vol. 13/Issue 2

Emerging Trend: Well-being an Emerging Employee Engagement Tool

Nov 10, 2013 - Singapore: It is very funny for me. Two weeks ago, one of my business unit indicated that 'well-being' was one of the employee engagement strategy. Than I started receiving email about the effective of 'well-being' as a business strategy. Believe me, it is going to be a new trend or lingo for the HR community in months to come ... 

Listed below are some of the resources ...

• Business In The Community (BITC)
• Engage For Success
• www.acas.org.uk
• http://businessjournal.gallup.com
• http://www.workandwellbeing.com
• http://www.wellbeing.ac.uk/

Click Here to Download the Report on Well-being and Engagement

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Report: Is Social Media Good or Bad for Gen Y.

Nov 10, 2013 - Singapore: Read this report about what Gen Y think about social media ... 58% think it is distracting ...  

 

(Source: HR Insight With Hays Group)

Report: U.S. Employees Have Spoken ...

Nov 10, 2013 - Singapore: Received this report in my email, very interest it ... read it (very pictorial, nice and short). I am just thinking ... what will my boss in US think about this report ... click the hyperlink ....

http://www.workforce.com/ext/resources/Resource-Center-Downloads/WFM_Assets_CPL/Cornerstone-OnDemand/WFM_CPL_CornerstoneOnDemand_US-Employees-Have-Spoken1.pdf?1383156965

Diversity & Inclusion: Micro-inequity

22 October 2013, Singapore: The first time I heard about 'Micro-inequity' was when my US boss came to Singapore for an all-hands HR session and the second time was at Singapore TAFEP (Tripartite Alliance for Fair Employment Practices) 'Creating an Inclusive Workplace' (CIW) program.

I am not subject matter expert (SME) on micro-inequity but like to share some of the resources available in the Internet ... please click the link: -

• http://en.wikipedia.org
• http://www.psychologytoday.com
• http://www.communicoltd.com
• http://web.mit.edu
• http://outandequal.org
• http://www.workingmother.com
• http://web.mit.edu/ombud
• Video: http://www.youtube.com

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GALLUP Report (Oct 2013): State of Global Workplace

23 October 2013, Singapore: Came across this Gallup report that claim only 13% of employees across 142 countries worldwide are engaged in their jobs. I felt like want to forward the report to my corporate office in US and asked them why they fix globally our employee engagement (EE) survey target at 65%.

Opps! Sorry the objective of this article is NOT to bad mouth my organization but to share with my readers that they can have access to Gallup report at the link shown below (click the link): -

http://www.gallup.com/strategicconsulting/164735/state-global-workplace.aspx?goback=%2Egde_5069841_member_5798046292370284544#%21

Please take note that it is 122 pages, cover the following topics listed below - "happy reading"

• Worldwide, Only 13% of Employees Are Engaged at Work
• How Gallup Measures employee Engagement
• How Employee Engagement Drives Growth
• What the World Wants Is a Good Job
• Payroll to Population: A New Measure of Economic Energy
• Emerging Markets need engaged employees to grow
• Spotlight: China
• Three Ways to Accelerate Employee Engagement
• Linking Employee Engagement to Customer Growth
• Employee Engagement Varies Greatly by Region and Country
• What the Best Do Differently

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Singapore TAFEP Survey Report (May 2013)

22 October 2013, Singapore: Today, attended an exclusive training program on "Creating Inclusive Workshop" (CIW) by Singapore Tripartite Alliance for Fair Employment Practices (TAFEP) and Aperian Global. I am happy that I was invited to this program (valued at S$3500 - fully subsidized by TAFEP) ... now I have a framework to develop my company Diversity and Inclusive (D&I) training program. If can, I may just outsource it to Aperian Global (www.aperianglobal.com)

http://www.tafep.sg/index.asp

During our tea-break, I had the opportunity to read a joint survey report "The value of mature workers to organizations in Singapore" by CIPD (Chartered Institute of Personnel and Development) and TAFEP. Listed below are some of the findings ... please click the figure to enlarge it.

Note: for the full survey report, please click the link http://www.tafep.sg/assets/files/Publications/Value%20of%20Mature%20Workers%20to%20Organisations%20in%20Singapore%20FINAL.pdf

Tips on Handling Office Politics

21 October 2013, Singapore: I came across this article by Goh Ban Ping, Head of Regional HR for Asia Sennheiser. In her article, Goh shared her tips on how she handling office politics ...

1. Know who you are working for first and understand what the boss likes to hear. You will need to build trust and rapport with the boss.
2. Display scenarios where you are always handling situations or policies in a neutral, consistent and fair manner, even to your own HR team, to gain respect.
3. During one-on-one discussions with your boss, it is always good to give him or her an overall picture of key personnel and their behaviour. Flag possible conflict of interests among certain employees so the boss can make an objective decision.
4. Handling your peers can be tougher than your boss because everyone is different. Start with what they would like to listen to first, before going into the context of what you want to talk to them about.
5. Observe the weaknesses and strengths of your peers to manage them effectively. It is a skill you will learn over time, but you must also know how to use it properly.
6. You must acknowledge that things put across to your boss and in front of you can be totally different. It is important that you anticipate such behaviour and cover them with your boss first to avoid surprises.
7. If your employee asks whether you can settle the issue with them directly instead of forwarding the email to the boss, say: “Think about what would happen if I didn’t involve the boss. Others might misconstrue the picture behind your back and the outcome could be much worse.”

http://www.humanresourcesonline.net/

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Snap View of Malaysia Labour Market

14 October 2013, Malaysia: Today, when I send my car for alignment - the local newspaper 'Star' front page caught my attention ... "Job Seekers Feel The Heat - No Vacancy". Being a HR professional, this type of news is always scary but a credible information for us to up-date the senior leadership. Just want to share some of the article findings ...

• w.e.f. July 01 - the Malaysian government extend the retirement age of 55 to 60 (under the Minimum Retirement Age Act 2012);
• uncertainty of world economy has caused most employers to adopt a "wait and see" attitude towards recruitment. It was reported a 35% drop in job vacancies - mostly affecting fresh graduates;
• there are reports that some employers are offering Voluntary Separation Scheme and other packages for employees to leave their organization;
• employers is also bracing for the full impact of the minimum wage policy in January 2014;
• More employers are opting for contract employees and more fresh graduate are willing to work under contract employment to gain experience.

Other resources:

• Potential Impact of the Minimum Wage Policy on the Malaysian Economy 
• http://www.slideshare.net/ted13/minimum-wage-in-malaysia
• http://www.thestar.com.my
• What is Voluntary Separation Scheme?
• http://www.mohr.gov.my/docz/Minimum_Wage_Policy_19032013.pdf

I believe the above mentioned information will be useful for those with Asia-Pacific Regional HRM responsibility.