Top HR stories and insights and MOM Latest News for March 2023

More Training and Mentorship Opportunities for Youth in Singapore

According to the Ministry of Culture, Community and Youth (MCCY), the National Youth Council (NYC) will extend its Our Singapore Leadership Programme (OSLP) to Secondary 4 student leaders from all Ministry of Education schools and madrasahs. NYC’s flagship leadership programme will be extended to those aged 16 to 24.

The NYC will develop a new leadership programme for students from institutes of higher learning, and that more details will be shared when ready. The programme is slated for launch in mid-2023.

MOM Warns against Misclassifying Workers Following PWM Implementation

The Ministry of Manpower (MOM) has warned that it will take action against employers who are terminating employees and then rehiring them as gig workers.

MOM said that the practice is a case of misclassifying an employee to get away from their obligations under the Progressive Wage Model (PWM). The ministry stated that they will investigate such cases and take action against employers where warranted.

Practice also puts an organisation's manpower at risk, according to the ministry. For instance, an employee who is terminated and rehired under the contract for service may choose to leave and join another company as an employee for greater employment security.

Only 25% Of Singapore Employers Are Planning Hiring Freezes

Findings from PwC's 26th Annual Global CEO Survey revealed that despite the growing number of layoffs occurring across the world, only 25% of employers in Singapore plan to reduce their workforce and implement hiring freezes in 2023.

These decisions are likely a result of the recent great resignation and the ongoing war for talent, according to the report. While CEOs remain concerned about immediate and long-term issues, 89% said they plan to invest in automating processes and systems.

Why Being Adaptable in the Workplace Can Benefit Women

A recent study that shows that female employees who engage in team adaptivity were recognised more than men.

The insightful report stated that being collaborative and cooperative to organisational goals is one of the ways women can address the ongoing gender inequality at work.

With the gender stereotypes that usually affects the performance evaluation, especially in workplaces where work contributions from female employees are often taken for granted, this serves as a reminder for female employees to continue giving their 100% effort and that they shouldn’t be discouraged from being adaptive when working with their team.

Businesses Urged to Make Office Return ‘Commute-Worthy’

In a recent survey by Executive Network, the findings show that only 1 in 4 employees said that their company is making it worthwhile coming to the office.

Based on the findings, employers can implement some meaningful measures that the respondents said can help tout the merits of returning to the office.

These include access to better technology at work sites, shorter shifts or workdays for those doing the commute, extensive training and mentoring for those who come to the office, and more.