Dr. Christina S S Ooi

Thanks Zolida for the highlight. 81% of the 2023 IR cases were of unfair / unjust dismissal. This number is alarming. What could be the reasons? 1) Does it suggests that our HR professionals are weak in evaluating the termination cases, provide wrong advises and just not capable? 2) Does it means the terminated employees are better in HR/IR knowledge, out smart the HR professionals? 3) Is there a HR professional in the company? or the HR is a mere "yesman" / administrator to the top? Which equals to no HR presence. 4) Does direct referral to the Court encourages the spike of number? Over the years, HR has been "functionalised" by technologies, being designed to be administratively driven, many so called HRBR overwhelming doing engagement works which have less or little impact on attrition, some still very much OD driven with extreme ROI delivery without taking attrition performamce and some blindly leading and following fashionable trends, i.e. DEI and mental health. On contrary, the business is facing changes of Laws and increasing awareness by employee of their rights may provide some explaination. Many have forgot about IR, and tend to out-source the IR function, of which in many case, too late in building up the case, for the IR process. How many 'rounded HR professional' left? Some China Chinese 101 on Management.. 道.. laws, regulation, rule, practise.. 术.. manage, manoeuvre, turnaround.. Many may have read and know the Laws 道, only few mastering the act of managing, manoeuvre the case and not to mention the ability to turn it around 术. What is your opinion?

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Are bonuses in procurement fair compared to sales? Let's discuss. As a procurement recruiter, I've always found the disparity in bonuses intriguing. Is it fair that sales typically receives higher bonuses that are often pegged directly to the revenue they generate? Procurement saves the organization $50k, while sales wins $50k in revenue. This should be rewarded the same way, no? Or does this promote cost savings over other, equally important, metrics to an extent that becomes unhealthy and potentially counter to broader business goals? Key Points to Consider: Value Contribution: Sales generate revenue, while procurement saves costs and optimizes efficiency. Performance Metrics: Sales bonuses are typically tied to clear, measurable targets. Can (and should) we establish similarly transparent metrics for procurement? Incentivization: How can we better incentivize procurement professionals to recognize their vital contributions? Do you think the bonus structures in sales and procurement should be more aligned? How do you think procurement bonuses should be structured?  

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What impact does this have on FDI? Malaysia has dropped seven positions to rank 34th in the 2024 IMD World Competitiveness Ranking, compared to its 2023 standing. This annual ranking, released by the International Institute for Management Development (IMD), evaluates the competitiveness of 67 economies using both statistical data and surveys from 6,612 C-level and mid-level managers conducted between March and May 2024. Regionally, Malaysia now ranks 10th out of 14 Asia Pacific countries, trailing behind Thailand (25th) and Indonesia (27th) but ahead of the Philippines (52nd). The ranking highlighted Malaysia's strengths in prices (2nd), basic infrastructure (10th), and tax policy (11th). However, the country faces challenges in education (44th), business legislation (50th), and productivity and efficiency (53rd). IMD identified key areas for improvement for Malaysia, including increased investment in research and development, labor market optimization, and policy and regulatory updates to enhance global competitiveness. Embracing advanced technologies and strategic productivity enhancements are also crucial for mitigating rising costs and boosting productivity growth. Source: https://lnkd.in/gKpzrjrM

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What do employees want? The age-old question. ✅ These motivational factors are easiest to meet for companies: 👉 Money - financial needs without questioning working conditions, work-life balance, or ethics of a company...but then companies complain if employees change for a slightly higher salary 👉 Drive to perform/career development...but then companies complain if employees change to the better player in the same industry 👉 Stability and safe job...but then companies treat those loyal, but quiet employees the worst in times of layoffs. ✅What do young professionals actually want: 👉 Work-life balance is by far the most quoted requirement for younger professionals...but then the salary often may not match up. Let's face it - life has gotten more expensive. 👉 High Salary - but then the work-life balance will not be, well, balanced. 👉Aligning the role with their personal values - puh, that is a tricky one. Hard for many for-profit firms to match. In my personal experience as a member of the board of the World Academy for the Future of Women I speak to many young professionals either in the last years of their degree or just graduated. A few years ago, the conversation revolved around ❓ "How do I negotiate the best salary or what companies to apply to for the best career development?" The tone has changed, and now there is much more focus on ❓"Is this company aligned with my values?" and ❓"Do I think my direct manager is wise and ethical". Times change.  I cannot say I hate it. The old system of never-ending growth is clearly imploding—we see it everywhere. Maybe we need more value-driven businesses. 💜 We see this in the Start-Up world, where "Impact" is a key criterion for evaluating companies. 🤓 What is your main motivation to work - please also classify yourself as a junior/mid-level/senior employee (because needs change according to age). Check out this article by Hoi Ying Lo talking about young Hong Kong'ers work motivation https://lnkd.in/eNN7u__k

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Singapore Ministry of Manpower just released the 1Q Labour Market Report. I am heartened to see that the number of job vacancies has grown, and that the incidence of retrenchment has continued to fall in 1Q2024. The tight labour market and the improved economic outlook should result in better prospects for our workforce. We will have to press on with efforts to raise local workforce skills and productivity as the number of non-resident workforce moderates to a more sustainable level. While the resident long-term unemployment rate remains low at 0.8%, the proportion of workers who were able to re-enter employment six months post-retrenchment fell under 60%. We will need to watch out for parts of our workforce who may need to adapt or retrain, particularly as companies continue to transform and restructure to incorporate new technologies and meet changing needs including the advent of Gen AI and Sustainability. #MOM #NTUC #SNEF #Manpower #jobs #LabourMarket #Economy #Unemployment #Retrenchment #tripartism #training #skills

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📣 Customer accommodation in a supply chain  - A must 🎧 LISTEN podcast 🚀 Some of the highlights from the podcast with Harry Purwoko, Director at Sembada Pratama, The school of supply chain 🔌 The customer accommodation and it's position in a supply chain process-flow. 🎯 A key elements of customer accommodation 🔋 What advice can you offer to a supply chain leader when they wanted to start & empower this a customer accommodation ?   🎙️ Listen to the full episode https://lnkd.in/ge5ZvT-Y Credit: VCARE Academy and BICARA Supply Chain, The Podcast #supplychain #logistics #leadership #certification #sustainability #futureofbusiness #SupplyChainInnovation #FutureofLogistics #manufacturing #supplychain #ai #blockchain #machinelearning #robotics #sales #forecasting #supplychain #logistics #manufacturing #production #inventorycontrol #warehousing #sustainability #circulareconomy #demandplanning #ddmrp #salesandoperationsplanning

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Insightful article on the current hiring outlook in Singapore for the upcoming Q3 2024. According to results from the latest quarterly employment outlook survey conducted by ManpowerGroup, hiring sentiment has declined for three consecutive quarters, with finance and real estate employers turning more cautious amid subdued growth and cost challenges. #hiringtrends #ManpowerGroup #EmploymentOutlookSurvey

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Southeast Asia has a window of opportunity that it needs to seize today to leverage the coming transition for competitive and economic growth beyond decarbonization. The 5th edition of the Southeast Asia Green Economy Report, co-authored by Bain & Company, GenZero, Standard Chartered and Temasek, highlights the 13 decarbonization ideas that present an economic prize of up to $150B for SEA and the five accelerators that can expedite the region’s green transition.

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Shout out to all interested in the more legalistic considerations of building regional teams in SEA to tune in to this edition of Glints podcast series, Let’s Talk SEA Business. Many thanks to Raj Joshua Thomas from Tang Thomas for making what could have been a very dry subject ever so interesting and engaging to listeners. Key insights: - SEA has a complex legal environment given a mix of legal systems across the different countries - Labor law and rules as they pertain to leave entitlement (did you know that Indonesia has an extensive medical leave entitlement for workers?), and other conditions differ widely - when building regional or offshore teams, employers often want compliance with their home country’s rules which they are familiar with, but you can’t just break local laws and especially established market practice in other countries - best to seek expert advice and support on how to navigate the letter and spirit of the law when going regional Check it out!

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Automatic yearly renewal contract, over a period of time, not automatically a "contract" term. Importance to examing the management contentions. Sound confussion. Yes. It is. No. It is not. The key is on Management Contention. If the role is needed for the running of the business, why on contract terms? Is the contractor employee being treated a permanent employee alike? What is the different between a contractor and a permanent employee? Net net, automatic renewal is dangerous. Even if the contract is to pen down every calendar year can fall into interpreatation as a 'permanent' role. It is always good to let the contractor off after the expiry of the contract, even if for 1 day, before the new contract with a delayed date (no continuity from the expiry date) is penned down. At the very least, the contention of a contract term is clear. My 2 cents.

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#MNC, #SME or #GLC? This article is quite spot on for those few points which I can summarize as below: 1. Embrace Broader Responsibilities Pros - You are more specialist in specific role/ function in MNC vs SME that you are most commonly known as "#onelegkick" to cover all. Do not look at the #JD because most often you have additional tasks assigned that are not part of the JD. Cons - You will be easily retrenched due to your limitation of knowledge and experience while in SME you are #multitasking in different area that expand your knowledge. 2. Adapt to Fast Decision-Making Pros - Structured decision making which will help everyone to manage a project or new initiatives following the flow vs SME that can conclude the decision in 1 meeting. Cons - Better known as "#redtape" which can be quite energy draining for those that wanted to move thing fast while on the other hand one might not like the "fast and furious" method of changing to adapt to the market. 3. Innovate with Limited Resources Pros - MNC have research company, media agency, ad agency and so on hence the marketing team can focus in strategy and analyzing vs SME need to take on additional role to manage those requirement. Cons - One become too dependent on the agency or 3rd party to do it so during bad time if they are required to perform it themselves then they will struggle. 4. Integrate into a #Dynamic #Culture Pros - Organized on-boarding, #townhall meeting, meet and greet and so on making the new joiner felt they are joining a well established org and for SME usually quite a "hit and run" as everyone are quite busy with their own work. Cons - After a while, you will realize that all those MNC culture are just poster at the corner of the pantry. Saying and Doing it is 2 different thing. 5. Embrace Increased #Visibility and Impact Pros - Your work is highly visible in SME as MNC has larger team so if you need to be visible to the top management, you need to know how to "sell" yourself and navigate around the senior management. You will excel well once you can understand how to build network. Cons - Once you are visible in SME that also means come with more responsibilities and work. If the SME will appreciate and treasure you with better package and remuneration then that is ok. Most SME neglect this and that is when they started to lose their talent. I did not focus too much on GLC as in my personal view, it is quite a hybrid. GLC has a lot of SOP, protocol and structure like MNC but at the same time their culture, working style and team spirit can be quite like SME. In a nutshell, if you can survive in GLC, you will definitely able to navigate to MNC and SME. If you come from SME, moving into MNC can be a piece of cake but take note that most MNC reluctant to take someone from SME due to their mindset as they prefer someone from MNC. https://lnkd.in/gSXiSDrT

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🇸🇬𝗦𝗚: 𝗡𝗲𝘄 𝗚𝘂𝗶𝗱𝗲𝗹𝗶𝗻𝗲𝘀 𝗳𝗼𝗿 𝗙𝗹𝗲𝘅𝗶-𝗪𝗼𝗿𝗸 𝗔𝗿𝗿𝗮𝗻𝗴𝗺𝗲𝗻𝘁𝘀 (𝗙𝗪𝗔𝘀) 𝘄𝗶𝘁𝗵 𝗖𝗼𝗺𝗶𝗰 𝗘𝘅𝗽𝗹𝗮𝗻𝗮𝘁𝗶𝗼𝗻! Interestingly, someone I personally know has created this comic explaining the new Guidelines for FWAs. This FWAs was announced last Tuesday, 16 Apr 2024, by both the TAFEP Tripartite Alliance for Fair and Progressive Employment Practices Workgroup and the Ministry of Manpower (MOM). Although the comic was created out of his own joy, I find them very well explained and humorous (using Singlish) too. I got his exclusive approval to use it for my post here. Appreciate his kindness truly. Thank you. You may want to read the comic first so that you have a better understanding of what this FWAs is about. Below are just my thoughts and conclusion. 𝗖𝗼𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 Whenever there is a new law or new set of guidelines, I feel sad as well as glad at the same time. Sad because we are so incapable of being reasonable and logical that we need the law to rule us. Glad because there are laws to address matters acted by unreasonable and illogical us. Nonetheless, a coin has 2 sides, as laws, rules or guidelines are always a double-edged sword that could work for you or against you at different times. Sorry that I digressed…. In conclusion, instead of looking at the new guideline as a win or lose, right or wrong, work or don’t work, pro or against perspective, I would choose to look at it as a labour transition in our era, where AIs and even Robots are/will be part of the workforce. “The Only Constant in life is Change.” - Heraclitus **Sources:** - MOM - Tripartite Guidelines that Shape the Right Norms and Expectations Around Flexible Work Arrangements to Come into Effect on 1 Dec 2024 https://lnkd.in/dfSFhhMi - Report of the Tripartite Workgroup on the Tripartite Guidelines on Flexible Work Arrangement Requests - https://lnkd.in/djEDy2FK - Tripartite Guidelines on Flexible Work Arrangement Requests - https://go.gov.sg/tgfwar - MOM - Flexible Work Arrangement https://lnkd.in/dwqRSg_N #RethinkingHiring #FWAs #FWA #Flexi-WorkArrangement #SGFWAs

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To someone like me who has been in CPF Board for 20 years, CPF stands for Central Provident Fund. To many others, it stands for 𝘾𝙤𝙢𝙥𝙡𝙚𝙭 Provident Fund. Hence, as part of my punishment for making CPF so complex, I have compressed 20 years of my life in CPF Board, into a 20-minute 𝗨𝗹𝘁𝗶𝗺𝗮𝘁𝗲 𝗚𝘂𝗶𝗱𝗲 𝘁𝗼 𝗢𝗽𝘁𝗶𝗺𝗶𝘀𝗶𝗻𝗴 𝗬𝗼𝘂𝗿 𝗖𝗣𝗙. You can find it here 👉 https://lnkd.in/gUGUQKu7 Hope this unravels the mystery of CPF by a little bit. Thanks Seedly for the upload. 🤗 #TeamCPF #LifeInCPF PS: For those who just want to find out more about 𝗖𝗣𝗙 𝗟𝗜𝗙𝗘, can jump straight to 10:00 of the video. 🤗

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As M&E practitioners, the strength of your M&E system is dependent on if your finance, supply chain/procurement and Human resource team are able to appreciate your M&E plan, data collection tools and how you convince them how those resources (Human and finance, logistics) translate into results. In otherwards; Make in your institution you are working in a collective efforts

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In light of the current market conditions in SG, It is important for companies to consider the value of fair and competitive compensation packages. While it may seem advantageous to negotiate lower salaries, offering fair compensation not only attracts but also retains top talent who can significantly contribute to your organization's success. Competitive compensation reflects the value you place on skills, experience, and dedication, fostering a motivated workforce and enhancing employee satisfaction. It also strengthens your employer brand, positioning your company as a desirable workplace that values its employees. Let's prioritize fairness and sustainability in our hiring practices to build stronger teams and achieve long-term success together.

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Contact us now to deliver an impactful training and leadership program for your senior talents in the organization to upskill your leadership team and uplift the organization to greater heights! #Leadership #Training #Development #BuiltEnvironment #RealEstate #Construction #Engineering #InteriorDesign #Architecture

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63% of CEOs in Asia Pacific believe their companies will not be economically viable within 10 years without reinvention, according to a PwC survey. I believe the situation is worse than reported. https://lnkd.in/gAPbk5YA Business leaders are largely unprepared for the transformation. Post-pandemic, we have observed a deterioration of leadership skills in large organisations: Conceptual thinking is weak. Though it is essential to develop new business models. Attention span and empathetic skills have atrophied. Screen time and hybrid work are primary culprits. Written communication and logic are in decline. Gen AI will worsen this. Not mentioned in the report: the worsening of the externalities of business activity – and the reality that these are now fully in the public view: 29m tonnes of plastic is expected to enter the ocean each year by 2040. On average each of us ingest 5g of plastic in our food each week. https://lnkd.in/gBZwAway 67% of consumers in Europe believe ultra-processed foods contribute to obesity, diabetes and other lifestyles related illnesses. https://lnkd.in/g4kemyCZ And there are many more, beyond carbon emissions... Business leaders need to own the problems, own the solutions, and take action to reinvent their businesses. GIFT’s flagship Global Leaders Programme is part of the solution. Our proprietary curriculum and experiential methodology ignite a mindset shift - the essence of business transformation - proven to be sustained over the long term for many of the nearly 3,000 managers who have participated. “Agility to unlearn and relearn… helped us turn knowledge into passion which creates belief and action.” “The most global, co-creative and real-life programme I have ever experienced.” “Illustrated how diverse teams can plan, interact, and push boundaries to develop innovative approaches towards creating a common outcome.”   Join us in September for the next GLP, in Hong Kong and Phnom Penh. https://lnkd.in/dFgHgUix We are offering a first-time trial discount for registrations in June. Write to us for more details.

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Today, I am thrilled to announce that our start-up Growwth Partners has been awarded the Best Fractional CFO Services award by The Golden Globe Tigers Awards for Excellence recently held in Malaysia. This recognition is more than just another award for me and our team. It is a testament to the relentless dedication, unwavering commitment, and exceptional expertise of our entire team. Starting this journey, I envisioned a start-up that would go beyond traditional finance, accounting and CFO services — a start-up that would become a trusted partner, helping businesses navigate the complexities of strategic and operational finance with confidence and clarity. This award affirms that we are on the right path, and it strengthens our resolve to continue delivering unparalleled service to our clients and users. I'd also like to take a moment to recognise the valuable contribution of our 2nd start-up, https://ryzup.ai/ in supporting this achievement. Ryzup.ai uses advanced AI capabilities to deliver value adding solutions to our users to manage their finance and business need better and ahead of time. The synergy between our companies has played a crucial role in our success. 🤝 To Our Clients and Users: Thank you for your trust and partnership. Your success is our success, and it’s an honour to be part of your growth story. We are committed to supporting you with the same passion and precision that earned us this accolade. 🦸To My Incredible Team: This award belongs to you. Your hard work, innovation, and dedication are the heart and soul of Growwth Partners and Ryzup.ai. Together, we’ve built something truly remarkable, and I’m excited about what the future holds for us. 🧑‍🎤 To Fellow Entrepreneurs, Founders, SMEs, Investors: Never underestimate the power of a dream combined with determination. This journey has had its challenges, but every setback was a setup for a greater comeback. Stay focused, stay resilient, and surround yourself with people who believe in your vision. Winning this award is not the end—it’s a new beginning. We are more motivated than ever to push boundaries, set new standards, and help our clients achieve their financial goals. Here’s to continued success, shared victories, and a future filled with possibilities! 🎊🎖️🏆 Thank you all for being a part of this incredible journey. 🙏

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Highlights from Brand Finance’s newly released report on the #50 most valuable #Thailand #brands this year:   ·       Telecoms brand True Dtac (brand value USD2.3 billion) makes its entry into our ranking of the 50 most valuable Thai brands this year.   ·       3 most valuable brands: PTT Group (brand value at USD8.3 billion), AIS (brand value at USD3 billion) and SCG (brand value at USD2.5 billion).   ·       3 strongest brands in the rankings: Centara Hotels & Resorts with a Brand Strength Index score of 88.4 points of 100, followed by AIS and PTT   ·       3 largest brand value gainers by percentage: Srisawad (brand value up 66% to USD226 million), Carabao Group (brand value up 63% to USD756 million) and TISCO Financial Group (brand value up 36% to USD185 million). Gayathri SK Kalidevi Mogan Kumarappa

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