The Snitch

Just a little of everything HR

Archive for September 2009

Capitalising on HR opportunities

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With the economy on the recovery, Ana Dutra, CEO of leadership & talent consulting for Korn/Ferry International says companies should capitalise on talent opportunities in the market now.

In an external market, Durta says companies can take this opportunity to create new and strategic positions around talent such as ones that focus on talent management.

“Internally we see more focus on talent retention and development. And for the ‘rock stars’ that are hidden throughout large workforces, it is a huge opportunity for them to demonstrate their high potential and move faster in the career ladders,” Dutra adds.

In this video, Dutra also shares her thoughts on some strategies HR practitioners can adopt in order to prepare for the recovery.

Written by Human Resources

September 29, 2009 at 12:23 pm

Posted in Video

Does your boss hate you?

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You don't have to make your boss like you with cards and roses.

For those looking to move up the career ladder, it is important to gain the respect and the trust of their managers.  But could you be secretly driving your manager up the wall without even knowing it?

Tim Hird, managing director of Robert Half Singapore shares with us eight negative actions that bosses generally dislike in employees.

1. Turning down new assignments

If your supervisor comes to you one day with a new task, do not decline it. It would be unwise to build a reputation as someone your boss can’t count on. Furthermore, it is good practice to accommodate to your boss’ wishes as long as you can afford time for that extra work. Saying “no” can convince your manager to stop offering you opportunities, which may include the ones you might be interested in.

2. Being “high-maintenance”

Do you constantly need attention from your boss to remain productive or to ensure that you’re on the right track? This behaviour may just prevent your manager from attending to important tasks or getting into a good workflow. And this is a sure-fire way to annoy anyone in the workplace.

3. Communicating poorly

Your boss’ instructions can be vague but it is critical for you to understand his communication style and preferences and adjust accordingly. Also consider the amount of information he would like. Ensuring you remain on the same page with him is important to a good collaboration.

4. Asking too many questions

Always pay attention to your boss when he is speaking and try to seek clarification on the get-go. Repeatedly asking him the same question can drive him insane. However if you must follow-up with your manager, be sure to approach him with a specific list of questions and take notes so you don’t need to bother him again.

5. Failing to follow through

Pay attention to details – even the finest ones. Think ahead when you tackle about the types of concerns your boss might have when tackling a project. This would build your manager’s confidence in you.

6. Refusing to admit your mistakes

Step up to the plate if you’ve made a mistake. Creating an excuse to justify poor work performance is not only dishonest but also unprofessional. Additionally, your ploy might not stand the test of time. So face your mistake and then go further by devising a plan to both correct and avoid similar incidents in future.

7. Waving the red flag after the ship has sunk

If you find yourself in a situation where you are unable to meet a deadline, let your manager know about it at an earlier timing. Do not break the news to him at the last minute. This could infuriate him.

8. Fueling the rumour mill

Most importantly, do not spread gossip or complaints around the workplace. Bosses seek employees with a positive outlook and want workers who are able to influence the attitudes of other beacuse enthusiasm is contagious!

Overall, Hird says that “cultivating good emotional intelligence and adopting a positive attitude are crucial to workplace survival”.

Written by mavelltan

September 23, 2009 at 4:44 pm

Practising workforce flexibility

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Companies often adopt flexible workforce practices in order to better manage their people and teams more effectively, says Lynne Ng, regional director for Adecco South East Asia.

For instance, for companies with cyclical needs (such as warehousing, sales and promotions), having a complementary workforce helps manage work more effectively without being saddled with headcount costs.

Implementing such practices also allows for companies to retain talent (such as young mothers) who might otherwise quit working altogether.

Learn more about workforce flexibility in this four-minute video as Ng lists out its pros and cons.

Written by Human Resources

September 22, 2009 at 3:51 pm

Posted in Retention, Video, Work-life

Salary increment forecasts for 2010

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In light of the economic downturn, it’s no surprise that employers’ sentiments around salary increments in Singapore have been described as generally “cautious”.
Based on Watson Wyatt’s Pulse Survey of 145 companies conducted in June,  Yvonne Cox who is managing director of Watson Wyatt Singapore talks about how salary increment forecasts have panned out over the course of 2009, the expected salary increment figure for 2010 as well as the variations between industries.

Written by Human Resources

September 16, 2009 at 2:52 pm

How to deal with bullies

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Bully-proof yourself

How can you tell if you are being bullied at work?

When the term “hostile workplace” is brought up, people generally tend to think that it refers to an environment where one has to subdue to another’s overbearing ways of threats, harassment, belittling, verbal abusing, or excessive criticism.

But because there is no pre-determined definition to the term “bullying” in the corporate world, does it mean that you are being bullied if you feel isolated and singled out at work?

Some bullying tactics to help you identify if you have fallen victim to your workplace bullying include:

• Made up rules (generally against you)
• Silent treatment
• Accused of things you have not done
• Discounting your personal opinions, work, etc.
• Non-verbal intimidation (e.g. stared at)
• Encouraging others to turn against you as well
• Starting rumours (which are about you and your work and generally negative)
• Constant criticism
• Harsh treatment
• Ignoring and not commenting on good work

Stress is often a consequence for victims of bullying. Hence, it is essential to take steps to resolve the situation:

• Speak to the bully
• Tell someone else that you trust
• If you are part of a Union, speak to them
• Keep a note and diary of every incident occurred
• Do not fight back or get into a debate with
• If it gets really bad and none of the above has led to the bullying stopping, make a formal complaint and go through the grievance procedures


Written by mavelltan

September 10, 2009 at 5:51 pm

Should you outsource your HR function?

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While not all companies will see a need to outsource their HR function, many do so because of cost-savings, compliance issues or the need to free up HR for more strategic work.

Jim Konieczny, president of HR BPO services for Hewitt Associates shares his thoughts on why companies choose to outsource their HR function and what are some of the common pitfalls in doing so as well as how they can be avoided.

Written by Human Resources

September 8, 2009 at 10:25 am

Posted in Video

On the balancing act between work and family

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With longer working hours, emails that demand for your attention (even if you are out of the office), busy executives walk a fine line between juggling the demands of the home and the workplace.

“But having a meaningful career doesn’t mean sacrificing your personal life,” says LesValene Ngion, director of product development at SIM Professional Development.

Ngion shares a five-step-plan on how can you manage better this ordeal between work and family commitments:

Step 1: Get real

To begin, make a list of Work Time and Personal Time needs.  Quantify and qualify how much time is needed in each category. Then conduct a personal audit of your work-life using a simple SWOT (strength, weaknesses, opportunities, and threats) analysis and access the results. Where do the  gaps between your current work time, personal time,and lifestyle commitments?

Step 2: Purpose driven

What is  your values and purpose in work and life? Reflect, analyse, and list down three to five items and focus on them. Stress and frustration may result if these values and purposes are not met. But remember, perseverance is needed to keep the balance!

Step 3: Goal oriented

As goals are seen as the end result from perseverance, setting them at an attainable level would help you keep focused and refrain from getting overly ambitious. Discuss these goals with people for additional morale support. Write down your goals in your PDA calendar’s ‘to-do’ list and set reminders about them on a weekly basis.

Step 4: Adaptability

It takes conscious effort and determination to obtain work-life balance as it calls for long term changes to your lifestyle. Compromises and sacrifices are inevitable. Sometimes, you’ll just have to say  “No” without having to feel guilty about it.

If you find adaptability a trouble, please relook back to Step 2.

Step 5: Evaluation

Since the continuous effort of evaluation is necessary to maintain work-life harmony, sustaining it is an even greater challenge.

Restart the five-step plan if bump into any major decision your work-life journey.

Ngion believes that work-life balance is obtainable. All you have to do is to choose, focus, evaluate to adapt, then keep moving!

Written by mavelltan

September 2, 2009 at 5:06 pm

Service with a smile

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A great service culture is one where employees not only create value for their customers, but also strive to make work better and easier for the rest of their colleagues.

According to Ron Kaufman, founder of UP Your Service! College, companies need to adopt a great service culture such as this to stay competitive, keep their current customers and engage their internal employees.

“There is an increased profitability, higher margins, greater market share, more loyal customers that come to organisations that can build and maintain this superior service culture,” he adds.

In this three-and-a-half minute video, Kaufman talks about the benefits of a service culture and how HR can help create and nurture a service culture within their organisation.

Have trouble loading the video? Why not check your company or computer’s firewall settings to make sure that Youtube videos can be streamed on your computer.

Written by Human Resources

September 1, 2009 at 10:55 am