News Recap

News Recap - 18 Jul to 24 Jul

24 Jul 2020

1. Singapore’s Largest Dormitory With 16,000 Workers Cleared of Coronavirus

Singapore’s biggest dormitory for migrant workers has been declared free of the coronavirus after it had recorded one of the earliest and largest clusters among dorms.

Sungei Tengah Lodge was one of 69 more dorms of various types cleared by the Ministry of Manpower (MOM) as of yesterday, bringing the total number cleared to 891.

Around 247,000 workers either have recovered or were tested to be free of the virus – more than 75 per cent of the 323,000 people residing in dorms.

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2. 354 New COVID-19 Cases In Singapore, Including 8 In Community And 5 Imported From India

Singapore has confirmed 354 new cases of COVID-19, including eight that are in the community, five that are imported and 341 who are migrant workers staying in dormitories.

In a press release on Thursday (July 23), the Ministry of Health (MOH) said that the five imported cases include two permanent residents, two work pass holders and one dependant’s pass holder.

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3. Comeback Strategies: 9 Ways For Companies To Return To A “New Normal”  

Employers realised that returning to the workplace was not the same as compared to pre-pandemic times, and is actually more complicated than what they perceived.

Whether employees are telecommuting or working on-site, one thing we know is that a new shape of work will emerge. As the pandemic unfolded in stages, economic recovery will also likely happen in stages:

  • Return safely to work
    1. Navigate a dynamic environment and ready the workplace
    2. Re-examine remote, flexible and blended working
    3. Delegate non-core activities to focus on priorities
  • Return to stability
    1. Clarify priorities and realign around “the new minimum”
    2. Focus on cost containment and zero-basing design
    3. Use transformation as an optimisation strategy
  • Return to energy
    1. Support the workforce – mentally, physically and financially
    2. Reconfirm the organisation’s purpose and value
    3. Design an energising employee experience

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4. 4 Things HR Can Do To Sustain Engagement In A Remote Workforce

During this COVID-19 pandemic, HR has tirelessly supported business continuity and keeping employees safe, healthy, and productive. Ever since Singapore entered the circuit breaker, and employees were forced to telecommute, it became necessary for them to move certain processes virtual. A survey by Kerry Consulting found that the adoption of e-onboarding and e-exit has been very popular during the circuit breaker, with 83% of respondents following clear processes along with the use of video calls and other specific e-practices whenever possible.

HR can adopt the following to sustain Employee Engagement:

  1. Virtual Team Building
  2. Digital Learning & Development
  3. Communication & Feedback
  4. Health & Wellness Activities


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5. Google Supports 3,000 Singaporean Through On-The-Job Training, Local Office Placements, Training Courses And More

Google has collaborated with Economic Development Board (EDB), Infocomm Media Development Authority (IMDA) and SkillsFuture Singapore (SSG), to launch Skills Ignition SG - a jobs and skills training initiative for 3,000 local entry-level and mid-career jobseekers in Singapore.

Currently under Skills Ignition SG, there are two programmes being offered:

  1. On-the-job training and opportunities
  2. Skills upgrading  

In April this year, Google and UOB announced the expansion of the SME Leadership Academy, thus increase the capacity by ten-fold to help 4,000 small and medium-sized enterprises (SMEs) by the end of 2021. Since its expansion three months ago, the programme has trained over 1,000 SME workers in the retail and tourism sectors.

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6. Staying Ahead Of The Curve In A Post-Pandemic World

“Be ready with new skills, not just any skill but those that are related to your workplace by paying attention to the emerging skills and trends in your industry”. This statement is mentioned by Patrick Tay Teck Guan, MP-Elect for Pioneer SMC, Asst Secretary-General, NTUC, in this exclusive interview with Human Resources Online.

The past few months have been fraught with uncertainty for what the future holds and how we can pull through this COVID-19 pandemic. As we progressively move towards the reopening of the economy, the questions pondering on our minds are: What’s next? How do we brave through a post pandemic era, and prepare ourselves for the future ahead, when we don’t even know what the future holds?  

The interview is primarily talking about upskilling and training and the focus on how we can learn new skills and future-proof ourselves in this post-pandemic era.

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7. Case Study: Approaching Personalised Learning Through The Lens Of The Learner

What if you could customise your training plan through an application? Christopher Schultz, Director, Group Learning & Organisation Development, puts himself in the learner’s shoes for a personalised Learning & Development strategy, in this exclusive interview with Human Resources Online.

Some key takeaway points from the interview session:

  • Learners would appreciate if an app would tell them what their learning goals are
  • Address issues pertaining to training through an application is vital


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