Goodjob Creations Sinagpore
Globe icon representing global connectivity
Globe icon representing global connectivity
Request talent
Upload CV

Foreign hires 2026 COMPASS: What Singapore Employers must fulfill Now

Jocelyn goodjob on January 28, 2026

Written By: Destiny Goh

As Singapore transitions to strict legislative enforcement, the hiring landscape has become significantly complex. This comprehensive guide serves as a strategic roadmap for Business Owners and HR professionals to navigate the critical updates taking effect in 2026.

From the tightened COMPASS salary benchmarks and revised qualification lists to the landmark ‘cost of non-compliance’, the cost has never been higher. This document deciphers these regulatory shifts, offering actionable insights on:

  • Analysing the 2026 ‘age-Curve’ for EP and S Pass renewals to prevent budget shocks.
  • Implementing mandatory Flexible Work (TG-FWA) response processes and internal grievance channels to mitigate litigation risks.
  • Shedding light on the Workplace Fairness Act to create employers’ awareness to ensure a harmonious and compliant workplace.

To help your organisation transition seamlessly, we have included free, downloadable templates, including a TAFEP-compliant Job Description and an FWA Policy Framework. These tools are designed to streamline your recruitment process while ensuring every hire is backed by a legally sound documentation trail.

Your number one DEI Guide For Successful Employer Branding

Jocelyn goodjob on July 31, 2025

Written By: Destiny Goh

  • Why is Diversity, Equity and Inclusion (DEI) a business imperative in Singapore? DEI gives Singaporean companies a competitive edge and strong employer brand in a crowded market when they value individuals’ differences, backgrounds, and experiences.
  • How can DEI contribute to a company’s employer branding and hiring efforts? Implementing diverse interview panels and reviewing job descriptions for bias broadens the applicant pool and strengthens the company’s value proposition.
  • Why do DEI initiatives often fail? DEI is treated as a superficial, one-time compliance exercise. There is a lack of genuine leadership commitment and structural changes.
  • What are some strategies to promote a diverse and inclusive workplace? Companies can create inclusive language guides and audit job descriptions to remove biased language

Singapore is a vibrant Asian global business centre, sustained by a rich tapestry of competitive talent. In June 2025,  the national business registry of Singapore, ACRA, recorded a whopping 613,204 local and foreign companies.

In this robust market, organisational culture success hinges on Diversity, Equity, and Inclusion (DEI) as a driver of sustainable growth. Beyond compliance, DEI empowers C-suite leaders, HR professionals, and SME owners to unlock innovation, cultivate successful employer branding, and bolster their company’s ability to adapt and thrive.

GJC recognises that implementing effective DEI can be complex With our deep understanding of the Singaporean talent landscape and specialised expertise in diverse communities, GJC helps businesses not just articulate DEI goals, but actively implement them through inclusive recruitment strategies and talent acquisition, helping companies build truly inclusive organisations from the ground up.

Beyond the Trend: Why DEI is a Business Imperative in Singapore

The journey of DEI, while seemingly a contemporary phenomenon, goes back to the civil rights movements of the mid-20th century.

Developing from affirmative action initiatives to remedying historical injustices, DEI has broadened its scope to encompass a holistic approach to workplace equality and a sense of belonging.

In today’s modern marketplace, it’s about valuing differences in thought, background, and experience to create an environment where everyone feels respected, heard, and empowered to maximise their impact. This gives Singaporean companies implementing DEI a competitive edge and strong employer brand in a crowded market. Despite its clear business benefits, common myths persist.

Some may dismiss DEI as just another piece of Western propaganda ill-suited for the Asian context. This perspective fundamentally misunderstands DEI’s universal principles of fairness and maximising human potential. Others claim it’s too resource-intensive, demanding significant time, effort and a hefty budget.

While comprehensive DEI strategies can be robust, many high-impact initiatives are remarkably low-cost, relying more on intentionality and cultural shifts than financial outlays. The real cost, we argue, lies in not embracing DEI – a cost borne in missed opportunities, stifled innovation, and employee turnover. Hewlett-Packard (HP) Singapore demonstrates the power of comprehensive diversity and inclusion strategies. Their success stems from diverse hiring practices, including varied interview panels, unconscious bias training for nearly 1,000 employees, alongside a commitment to strengthening women in leadership. This cultivated an inclusive team environment where employees felt diversity was valued and felt a sense of belonging; engagement rates increased by 75%. HP’s proactive DEI approach significantly boosted its employer branding value proposition.

The Perils of Superficial DEI in A Diverse Organisation

While many organisations strive for DEI, some stumble due to a superficial approach without solid structures to support the implementation or continuation of DEI initiatives. Just because a company is compliant does not mean its initiatives are connected to the organisations’ growth strategy. Superficial DEI fail due to several reasons:

  • Lack of leadership buy-in: Despite publicly endorsing DEI, senior leadership does not actively champion or integrate any initiatives into their core business strategy.
  • Treating it as a checkbox exercise: DEI is viewed as a compliance exercise rather than a continuous journey of organisational culture transformation. Once training completes, the topic fades, and no action is implemented.
  • Absence of structural changes: Beyond training, there are no systemic changes to the recruitment process, performance management, or promotion pathways to address potential biases.
  • Ignoring employee feedback: Employees, particularly those from minority groups, may feel their concerns are not genuinely heard or acted upon. Informal feedback channels are absent, and formal grievance mechanisms are perceived as ineffective.

DEI is not a sprint, but a marathon, requiring sustained commitment and systemic change, not just isolated interventions.

Where Do I Start: Building A Diverse and Inclusive Organisation

Building an inclusive organisation begins with an honest internal analysis.

Leaders must assess their business context and understand their employees’ needs and concerns. This requires active listening, anonymous surveys, and open-floor dialogue. They should create a safe space where everyone feels genuinely safe speaking up.

Before scaling a new challenge, every leader should ask themselves: ‘From a business to personal, why does DEI matter to me personally? Where do we plan to go with this?’

The answer should not be a corporate cliche, but a genuine reflection of how DEI aligns with their organisation’s values, strategic goals, and long-term vision for success.

The Journey to DEI Maturity: Strategies to Promote Diversity and Inclusion

Harvard Business Review offers a strategic framework for leaders who are ready to embark on this transformative journey or are about to embark on it.

Journey to DEI maturity
  1. Passive: Minimal awareness with no structured initiatives in place.
  2. Reactive: DEI efforts are improvised and often used in response to issues or complaints.
  3. Proactive: Intentional efforts, such as training programs and diversity hiring goals, begin.
  4. Integrated: DEI is rooted in core business strategy, metrics, and leadership accountability.
  5. Sustainable: DEI is a self-regulated aspect of the organisational culture that continuously evolves and adapts.
Most Singaporean organisations are likely in the Reactive or Proactive stages. The goal is progressively moving towards Integrated and Sustained DEI, an intrinsic part of business.

Four Low-Cost, High-Impact DEI Initiatives to Start Today

In Singapore’s dynamic and competitive landscape, DEI is no longer optional but a fundamental pillar of resilient and high-performing organisations. It is not about idealism but pragmatism – unlocking innovation, attracting and retaining top talent, and ultimately, driving sustainable growth.

The good news is that starting your DEI journey, or enhancing existing initiatives, doesn’t require a radical overhaul or exorbitant budgets.

  1. Start an inclusive language guide: Develop a simple internal guide promoting inclusive language in all communications, from emails to meeting discussions. This will foster a respectful environment and cost nothing but time and thought.
  2. Create informal feedback channels: Establish anonymous suggestion boxes or regular ‘coffee chats’ where employees feel safe sharing feedback on their sense of belonging and any challenges they face. This provides invaluable insights for little to no cost.
  3. Champion one diverse holiday celebration: Choose one culturally diverse holiday relevant to your workforce (e.g., Deepavali, Hari Raya Aidilfitri, Christmas, Chinese New Year) and organise a simple, inclusive celebration. This can be as informal as a potluck or sharing session, fostering connection and appreciation for different backgrounds.
  4. Review your job descriptions for bias: Conduct a quick audit of your current job descriptions for potentially biased language (e.g., gender-specific terms, and overly aggressive adjectives). You can align your reviews with TAFEP’s Guidelines on Fair Employment Practices. This ensures the broadening of your applicant pool and adhering to the best established practices expected of all Singapore-based employers.
4 low cost, high impact DEI initiatives for Singapore employers

Ready to turn DEI into a key part of your employer brand strategy? Book a free consultation with a GJC expert today to assess your needs and discover impactful opportunities.

How Companies in Asia Retain Top Talent: Insider Secrets

Jocelyn goodjob on April 30, 2025

Written by: Destiny Goh

In Singapore’s competitive talent landscape, retaining high-performing employees requires more than just recognition or compensation-it demands a holistic approach to workplace culture and employee growth. Key strategies include fostering open channels for innovation, empowering staff through trust and delegation (not micromanagement), consistently recognising achievements, providing clear career advancement opportunities, and ensuring strong alignment between company values and employee expectations. By addressing these critical factors, business owners can proactively reduce attrition, boost engagement, and create an environment where top talent chooses to stay and thrive.

George began as a junior at a reputable firm and was awarded the best employee two consecutive years. He worked long hours and took on miscellaneous tasks. His boss praised his reliability, and his colleagues liked him because he was the go-to person for help.

He took courses to upskill in hopes of receiving a promotion or raise because of the new skills he acquired and implemented. When the time for promotions came, he received another employee of the year award and a voucher for a free meal.

Defeated, he finally submitted his resignation letter to his surprised boss. When asked why, George claimed it was due to a lack of work recognition and career growth. As business owners in Singapore, you’ve likely poured your heart and soul into building your company. You celebrate successes, navigate challenges, and understand that employees are your greatest asset. So, what happens when those who exceed expectations and drive your business forward hand in their resignation that you didn’t see coming?

The reasons high-performing employees leave run deeper. Ignoring underlying issues drains talent, impacts productivity, team morale, and your bottom line. In a market where talent is mobile, understanding and addressing these issues is more critical than ever.

What are these underlying factors, amplified by the current job market dynamics, and what can you do about them?

1. Preventing Innovation Bottlenecks to Retain Top Talent

High performers are often filled with ideas to drive innovation and improve processes. If their suggestions are constantly dismissed or resisted without reason, it sends a message that their contributions are not valued, which can cause frustration and stagnation. Why remain where their initiatives are suppressed when other companies may be more receptive?

Gabriel Chua, General Manager at Good Job Creations, shared that our employees use the one-on-one monthly meeting with their direct reporting managers to share their ideas, challenges or areas they need help.

Creating channels for employees to share their ideas shows that you value their input and fosters a culture of continuous improvement. Though not all ideas will be implemented, providing feedback about your decision is significant. Employees who feel heard can be a significant differentiator in a competitive market.

2. Delegate Instead of Micromanage to Build Trust in Employees

When micromanagers constantly monitor and control their employees’ every action, they send a message: ‘I don’t believe you can do anything without my constant intervention.’ Your actions dampen their productivity and disregard their skill sets, diminishing their trust and respect for you. An important point to note is that sometimes, it depends on the employees’ capability and experience. Some may require more parameters/guidelines/regular check-ins, but it does not mean micromanagement, though some employees may think that way.

To avoid this occurrence, it’s crucial to delegate tasks with clear expectations that empower your team. Leaders should define their expectations, provide resources, and then step back to give the team autonomy.

Psychologists Edward Deci and Richard Ryan theorised that intrinsic motivation is driven by self-fulfilment and genuine curiosity. When people feel empowered over their actions, they’re much more likely to be intrinsically motivated to engage. Employees who are given ownership of their work leverage their skills and take pride in their accomplishments

3. Recognising Employees Achievement Makes Them Feel Valued

Most high performers are self-driven, and the lack of recognition of their contributions can be demotivating. It creates a feeling that their extra effort is expected, not appreciated. It isn’t about grand gestures every week; it’s about consistent, genuine acknowledgement of the impact of their work. Positive reinforcement impacts their morale and team spirit.

Public praise and acknowledgement from leaders make employees feel valued. Generic recognition may feel impersonal and less impactful. Understand what motivates individuals; genuine care and understanding create engaged and productive employees.

4. Empowering Employees to take Ownership of their Growth

Most high-performing individuals are often driven by a desire for continuous growth and development, so if there’s a lack of advancement opportunities, they will look for it elsewhere. 43% of professionals in Asia cited a lack of future opportunities as a reason to leave, a significant increase from 35% in 2024.

Today, job seekers are asking about growth opportunities during interviews. If interviewers provide vague or unclear answers, these potential individuals will move on to the next company that does. The markets are evolving, and there’s a need to invest in employee development to keep the organisation competitive.

Employee development initiatives range from relevant workshops, mentorship opportunities with key leaders, to cross-functional projects. It’s important to make career progression pathways explicit.

Good Job Creations’(GJC) Recruitment Agency, Managing Director, Kimiya Shibazaki, said employees stay when they feel they make a meaningful contribution. This sense of purpose fosters a strong sense of belonging. Leaders should encourage employees to take ownership of their personal growth, creating confident and capable individuals.

Providing avenues for growth demonstrates your commitment to your employees’ future and keeps them engaged and challenged. It strengthens your talent pool and reduces the need to recruit externally, which can be particularly challenging given that 62% of Asian organisations experienced moderate to extreme skill shortages in 2024, with Japan and Thailand facing the most severe deficits (71%).

5. The Holistic Impact of Company Cultural Values

Employees seek workplaces where their values align with a company’s culture and ethics. When high performers recognise a disconnect between the company mission and core values and what it does, it could be their reason for departure if they witness unethical behaviours or practices.

Oversights often lead to toxic work environments, such as high competition and performance pressures–the ‘kiasu’ culture in Singapore, driven by the fear of getting left behind.

The overtime culture is still deeply ingrained in the minds of many Asian countries because of unspoken pressures to stay longer than required at work to show their commitment to the role.

In a globalised world where many demand transparency, strong ethical foundations have become non-negotiable for companies seeking to attract and retain top talent.

Leaders should clearly define and communicate their company values and practice what they preach to ensure those values are consistently reflected in their leadership decisions, company policies, and daily operations.

Gabriel Chua shares that our leaders prefer the ‘show, not tell’ method. ‘We prefer to openly communicate or dialogue in work settings, for example, communicating company values while practising what we preach to ensure those values are also reflected in our leadership decisions, policies or daily operations. This creates a ripple effect for the rest to follow. ‘

A strong and authentic company culture fosters a sense of belonging and purpose. When employees feel their values align with the organisation’s values, they are more likely to be engaged, committed, and willing to contribute.

Navigating the Evolving Talent Landscape

Retaining your top talent isn’t just about preventing departures. It’s about cultivating a thriving environment. Understanding the real reasons why high-performing employees leave is crucial.

It’s within your power to create a workplace where your best people are retained and empowered to drive your business forward.

At Good Job Creations, understanding the nuances of talent management in this evolving landscape is our forte. If you’d like to discuss how our HR solutions can help your organisation’s recruitment or SEA hiring (Hong Kong, Malaysia, Singapore, Japan and Thailand), we’re here to partner with you. Let’s build a future where your best employees choose to stay and grow with you.

For business queries or finding the right fit, please email us at: enquiry@goodjobcreations.com.sg

Find out why you should ask for feedback here.

Unlock Salary Negotiation, Your Worth: Succeeding in the Singapore Job Market

Jocelyn goodjob on March 28, 2025

written by Destiny Goh

As your talent enabler, GJC understands the importance of connecting talents to the right jobs and being compensated fairly for your skills and experience, so we created a valuable resource to walk you through this journey. If you’re looking to negotiate your salary or faced with a tricky negotiation process, download GJC’s 2025 Singapore Salary Guide for our data-driven insights.

Singapore’s dynamic economy presents both opportunities and challenges for job seekers. The city-state is known for its innovation and finance. But, global changes and new industry trends need a proactive way to manage your career. One crucial aspect often overlooked is salary negotiation. In a climate where the cost of living is rising and talent is valued, a reluctance to negotiate can be a costly mistake.

According to a recent survey by the Monetary Authority of Singapore (MAS), Singapore’s economy is projected to grow by 2.6% in 2025. While this growth is lower than the 4.4% recorded in 2024, it still presents opportunities for job seekers. Industries like transportation, healthcare, and IT are driving job growth.

What were the factors that influenced salary negotiation for professionals across the world?

The stigma and attitude toward salary negotiation have greatly shifted. Today, employers view negotiations as a sign of confidence in those who take charge of their careers.

Singapore’s job market is competitive, with a shortage of skilled talent. This situation allows candidates to negotiate better when salary data is available.

Salary negotiation isn’t approached the same way everywhere. Cultural background affects how people communicate. Some cultures value directness, but others prefer a more indirect style. Economic conditions can also impact confidence. Your research and using tools like our Salary Guide, can give you a solid, unbiased base no matter the background.

Why should you negotiate your salary?

Negotiating your salary has positive implications for your career trajectory. Taking charge of your pay shows how much you value your work during your job. Good salary negotiations can significantly affect your career income and financial health.

salary negotiation tips for professionals in the Singapore job market

What should you do before you negotiate your salary

Determine your market value and research

Strategic preparation is key to successful negotiation. Research salaries for your role and industry. Use online resources, industry reports, and salary guides. Also, talk to professionals in your field. Doing so helps you define an acceptable salary, the ideal target, and a realistic range.

Most employers want to see results as numbers. So, take time to highlight your contributions and show your value. For example, you can say: ‘In this project, I proposed this initiative, which saved the company xxx amount instead of the usual xxx. That’s a difference of xxx%.’

Finally, practice the salary negotiation process with people who can give helpful feedback. This will help you gain confidence as you prepare and refine your opening statements and frame your counterarguments.

Understand the company’s financial position

If you plan to negotiate a salary raise, thoroughly evaluate the company’s recent performance and overall financial health. This important context gives you insights. It can help you decide when to bring up the topic. It also allows you to adjust your negotiation strategy to fit the company’s current situation. Demonstrating an understanding of their financial position can also strengthen your overall argument.

What to do during the negotiation

Actively listen and be professional:

Do your best to maintain a positive outlook and professionalism throughout the conversation. This reinforces the idea that you intend to have a mature conversation and not make demands.

Pay close attention to your employers’ responses and concerns. Often, their explanations might reveal their constraints or areas where they have more flexibility. When you see things from their point of view, you can gather information and respond in a way that is impactful during critical moments.

Be open to negotiations:

Be prepared to discuss future contributions

Employers often look to invest in talent that will drive organisational success. Outline your goals for the coming months and how you plan to contribute to the company’s success. This shows your ongoing commitment and justifies a long-term investment in your talent.

You may not get your exact desired salary immediately. Be prepared to discuss a range or explore other forms of compensation. This may include bonuses, career growth chances, or better benefits such as insurance and wellness programmes. Tactfully frame your negotiation as a way for the company to retain a valuable employee and for you to be fairly compensated for your contributions.

If a higher base salary is not attainable due to a company’s budget constraints, you can still make room to negotiate secondary benefits. They could be more flexible in providing benefits like health insurance, transport allowances, or wellness programmes.

The most crucial part of the negotiation is your response to their offer. Start by showing your gratitude. Then, share your desired number: “Thank you for the offer! I’m excited to keep contributing to this organisation. Based on my recent research and my years of experience, I was hoping for a salary increment of xxx to my current salary.”

Understanding your value is key. It helps you provide a clear explanation of why you want a raise. You can frame your request like this: “My skills are in demand, and I have a strong track record of success in this area. Here are the key results to support this statement.”

Employers are primarily concerned with what you can do for the organisation. Frame your desired salary around the value you can and will bring to the company rather than your personal or financial needs.

If it’s a ‘No’

Not all salary negotiations work out, even after inquiring about other benefits or flexibility. Being polite and courteous during the conversation is key. This helps you avoid burning professional bridges. It is your choice if you wish to revisit the subject at a later date or look for other opportunities that can compensate for your skills. Through this process, you will be well-equipped to advocate for your value.

Knowing your market value is key. It’s not about getting better pay, but setting yourself up for future career success. GJC’s 2025 Singapore Salary Guide offers the insights and data you need to kick off your journey.

Looking for your next career? Submit your resume today.
Unlock your next career goal with us.
Find out more on how to craft an agile and resilient career here.

Revealing HR Modernisation: Enriching Employee Engagement in the workplace

Amit Peshwe on February 25, 2025

Written By: Rose Tan

The global workforce is undergoing a significant shift in HR modernisation. Compelling statistics highlight the urgency of this change. The 2024 State of the Global Workplace report from Gallup reveals that only 23% of employees worldwide feel genuinely engaged. This low engagement leads to a staggering loss of productivity, costing US$8.9 trillion each year. Companies with highly engaged employees earn 23% more profit and see a 14% increase in productivity compared to those with lower engagement levels.

In Singapore’s competitive market, keeping talent is essential. The cost of replacing an employee can reach 150% of their annual salary, especially for specialised roles. 46% of Singaporean employees may leave their jobs within a year. This disengagement can significantly impact finances. Companies need to adopt strategies to boost employee engagement and retention.

The High Cost of Disengagement

Disengaged employees drain resources and hurt productivity. Gallup’s 2024 State of the Global Workplace report shows a stark reality: only 23% of employees worldwide feel engaged. This disengagement costs the global economy US$8.9 trillion each year. The situation is as worrying in Singapore. Research shows disengaged employees are less productive. They also miss more work and increase turnover rates. This disrupts workflow and team spirit, leading to significant financial losses.

The Benefits of Engaged Employees​

In contrast, companies with engaged employees enjoy many benefits. Gallup’s research shows these companies see a 23% increase in profitability and a 14% rise in productivity. Engaged employees care more about their work, are more innovative, and often go above and beyond. They help make the workplace better, and boost business growth.

Key Transformation Pillars

Flexible Work Models

In today’s job market, flexible arrangements and hybrid models are key to attracting and keeping talent. Employees appreciate the freedom and work-life balance these models offer. They can decide when and where to work. This flexibility cuts stress, raises job satisfaction, and aids in juggling personal and work tasks.

Hybrid models mix remote work with in-person collaboration. This approach balances face-to-face interactions and builds team unity. Companies that support hybrid and flexible work show they care about employee well-being. This approach also helps create a more inclusive and engaging workplace. This adaptability is key for attracting and keeping a diverse workforce. It also helps build a culture of trust and autonomy.

Technology and AI Integration

Technology is growing fast. This change is transforming HR practices. As a result, organisations are using new tools to stay competitive. AI tools streamline tasks, enhance decision-making, and improve the employee experience. They automate repetitive tasks, allowing HR professionals to focus on strategic goals. AI recruitment platforms expedite candidate selection and enhance hiring quality. Employee experience platforms support instant feedback and custom development. This helps create a more engaging workplace, which boosts productivity and keeps employees longer.

Inclusive Policies and Government Support

Creating a supportive and inclusive work environment is paramount in today’s competitive landscape. This means creating inclusive policies for all employees. We should promote work-life balance through flexible work options. We should aim to reduce stress with mental health resources and wellness programmes. These efforts create a workplace where employees feel valued and can do their best.

The Singapore Budget 2025 is a positive step for employee well-being and skills development. The SkillsFuture Workforce Development Grant provides significant financial support. It covers up to 70% of costs for companies that train their workers. This includes older staff and those using digital HR solutions. The Progressive Wage Credit Scheme encourages businesses to adopt progressive wage models. It rewards those that focus on employee growth and skills development. Organisations can use these Government Support initiatives to create a more engaged and skilled workforce. This also shows their commitment to a supportive and inclusive work environment.

modern HR strategies for boosting employee engagement in the workplace

Actionable Strategies for Enhancing Employee Engagement

1. Skills Development:

  • Conduct regular skills gap analyses using tools like skills assessments and performance reviews.
  •  Offer targeted training programmes, such as workshops on new software or leadership development courses.
  • Leverage government initiatives like the SkillsFuture Workforce Development Grant to upskill your team.

2. Personalised Benefits:

  • Offer flexible benefits platforms that allow employees to choose options that best suit their needs.
  • Provide a wide range of benefits, including childcare support, eldercare assistance, and mental health resources.

3. Holistic Wellness:

  • Provide comprehensive wellness programs that address physical, mental, and emotional well-being.
  • Offer mental health apps with confidential support, organise mindfulness workshops, and implement ergonomic assessments for workstations.
  • Encourage healthy work habits with initiatives like step challenges and healthy eating programmes.

4. Feedback and Recognition:

  • Implement regular feedback mechanisms, such as pulse surveys and one-on-one meetings.
  • Create a culture of recognition by publicly acknowledging achievements, offering small rewards, and implementing peer-to-peer recognition programs.

Implementation Strategy

  1. Assess and Plan:
    • Conduct an organisational readiness assessment to identify areas for improvement.
    • Develop a phased implementation plan with clear timelines and milestones.
  2. Integrate Technology:
    • Choose HR tech solutions that address your specific needs.
    • Ensure seamless integration with existing systems to avoid data silos.
  3. Develop Policies:
    • Create clear and concise policies for flexible work arrangements, performance management, and wellness programmes.
  4. Training and Development:
    • Provide training on digital literacy, remote leadership, and continuous learning.
    • Establish clear pathways for employee development, including mentorship programmes and online learning platforms.
HR modernisation data chart showing employee engagement growth trends

Measuring Success

Track key metrics to assess the effectiveness of your HR modernisation efforts:

  1. Employee engagement scores
  2. Retention rates
  3. Productivity metrics
  4. Return on HR technology investment
  5. Wellness programme participation rates
  6. Training completion and effectiveness scores

Regularly analyse this data to make informed decisions and ensure your strategies are driving positive change.

Ready to transform your HR practices?

Embracing HR modernisation and boosting employee engagement are key to success today. Companies in Singapore can create a more engaged and productive workforce by using flexible work options, applying new technologies, and creating welcoming workplaces. This journey of HR modernisation gives organisations a chance to adapt, innovate, and grow sustainably.

Our team of experts at Good Job Creations specialises in providing tailored HR solutions to help organisations navigate the complexities of HR modernisation. 

Contact us today for a complimentary consultation and discover how we can empower your organisation to build a thriving and engaged workforce for the future.

Here’s how to Craft an Agile and Resilient Career

Rose Rose on January 27, 2025

Written By: Destiny Goh

1. How do you find time to reskill and upskill when we are always so busy and tired?

First, understand the purpose of reskilling and upskilling: what is there a need for you to do so, and what benefits will it bring to your career or personal life?

People prioritise and intentionally set aside time for what is important to them. Here are some actionable steps you may want to consider as a busy working adult:

  • Start small: Set aside 15-30 minutes for learning purposes. This creates a sense of urgency to absorb as much as possible within the timeframe. Then, you can gradually increase the time spent on each learning session—consistency is key.
  • Setting specific goals: This action gives you a clear view of what you would desire to achieve. Start with a quarterly goal and perform weekly check-ins on your progress and celebrate small wins.
  • Adopt microlearning: Break down what you want to learn into bite-sized chunks that you can easily fit into short breaks or idle time (travelling or commuting). It helps you retain information and have a better understanding that improves retention.
  • Invite others to journey with you: Surround yourself with like-minded individuals or join communities that are journeying through this process. These individuals can keep you accountable and exchange helpful advise and resources.

2. I intend to make a mid-career switch, but unsure which field I want to pursue, how can I make a wise decision?

Making a mid-career switch requires careful consideration of various aspects, here are some key pointers before you make the bold switch:

  • Assess your skills and interests: Identify your transferable skills and hard skills. This self-reflection can reveal potential new career paths that align with your strengths and interests. You may consider building a skill based on interest or what you’re already good at; however, knowing what your individual ‘burnout’ skill (skills you excel at but do not use often) and try to avoid or minimise placing it as your core skill in the role you are doing if possible.

  • Research growth sectors: Look into industries that are sustainable with strong future prospects. You may see the full list here.

  • Analyse and assess your financial implications: Career changes often result in salary adjustments that may affect your idea of financial stability, and for some, they may impact your family who are dependent on you.

    Assessing your financial implications will lead you to create a realistic budget for potential income fluctuations, any new expenses incurred and whether if it will cause an impact on your long-term financial goals.

  • Seek professional guidance: Consider consulting with a certified career coach who can help you evaluate and identify suitable options based on your profile, skills and aspirations. They have the potential to offer you a range of helpful advise and insights that can help you create a strategic pathway of change.

  • Explore training opportunities: Research programs like the SkillsFuture Career Transition Programme (SCTP) offers training in in-demand fields such as project management, cybersecurity, and sustainability. See our list of learning platforms here.

3. How to negotiate for higher compensation if we feel we deserve more?

  • Research and prepare: Know your market value by researching industry standards and salary ranges for your position and title. Leverage the use of Salary Guides as your reference for benchmarking and gauge.
  • Quantify your value: Highlight your achievements and the value you brought to the organisation; if possible, present them in numbers and data, e.g., ‘Because of this new process I have implemented, it has helped the company saved about 20% of the monthly expenditure on xx’.
  • Positively and clearly frame your requests: It will benefit you to present your request(s) on how it will stand to benefit the company; emphasise how your increased compensation will lead to improved performance, result and productivity.

4. Which jobs are high in demand in Singapore?

Ministry of Trade & Industry (MTI) reported Singapore’s GDP (gross domestic product) at 3.5% in 2024; the economy was primarily driven by manufacturing, wholesale trade, and finance and insurance sectors. There is a continued demand for job in sectors such as Agritech, Financial Services, Green Economy, Healthcare, Infocomm tech, Maritime, Semiconductor, Construction, Wholesale trade and transportation and storage.

For the full list of exact job titles, click here to see the full list.

5. In a company where there is favoritism especially gender preference for promotion, how can I best navigate through this?

Navigating gender-based favoritism, especially in promotions, can be challenging. We believe every individual should be rewarded based on merit and not social construct.

Here are some insights we can offer to help you navigate through this situation.

  • Record your achievements

Keep a detailed account of your work accomplishments, projects and success. These can act as proof of your contributions to support your claims and counter against biased statements or decisions.

  • Tactfully address the situation

This is not an opportunity for confrontation but rather to handle the situation in a tactful manner. Instead of fronting your conversation with accusation, try framing it toward asking for new opportunities or offering to contribute your skills in different areas of work. Don’t hesitate to advocate for yourself; you can exercise diplomacy by saying, ‘I’m committed to our team and the company, and want to be part of an organisation that values my contributions; I may need to explore other opportunities if we cannot align on this.’

  • Be assertive:

Take proactive steps should you feel that you are constantly overlooked for new opportunities. Schedule regular check-ins with your manager to discuss your performance and career goals. You may want to inquire if there are any concerns regarding your ability to handle new responsibilities.

Should the problem persist, you may seek professional advice from trusted colleagues. Remember that your discussion focuses on finding constructive solutions rather than criticising the party.

Read our article to find out how you can best navigate through this situation.

6. How can professionals prioritise valuable skills in a fast-changing market and stay adaptable without constantly chasing trends?

To stay adaptable while prioritising valuable skills in a fast-changing market without constantly chasing trends, professionals should develop a balanced skill set that combines technical expertise, essential & transferable skills, and a growth mindset. Here are some actionable you can consider:

  • Develop a strong foundation of core skills: Focus on building fundamental skills such as critical thinking, problem-solving, data analysis, and digital literacy. These skills are transferable across industries and roles with its ability to help you adapt quickly and remain relevant.

  • Cultivate your essential (soft) skills: Invest in developing skills such as communication, creativity, leadership, and emotional intelligence; these are valuable and can be challenging to automate, but also crucial for long-term career resilience and overall job satisfaction. You can build these skills by interacting, observing, and acquiring feedback from trusted aides, then put what you have learned into practice.

  • Focus on adaptability and learning agility: Develop your ability to learn quickly and apply new knowledge where it’s needed. You can build this skill by putting theories (what you learned) into practice, whether it’s through quizzing yourself, teaching someone, or sharing what you learned. Foster a habit of curiosity by trying new things, seeking feedback for your work, and learning from reliable sources and from the experiences of others.

    This habit helps you master new skills and knowledge at a faster rate and helps you adapt to new situations/environments much easier without the need to constantly chase trends.

  • Align your skills with long-term career goals: Through self-assessments, you can identify your career aspiration, interests, and existing and required skills to create a development plan.

    You may do so using psychometric tests such as RIASEC or Knowdell Card Sort. If you need professional perspectives, speak to trusted aides or a career counsellor for a clearer interpretation. Then, focus on developing and refining the skills that align with them, you may choose to engage in professional development activities such as certification courses, workshops to elevate your skillset. Doing so strategically propels you toward your career trajectory.

  • Leverage professional certifications: Consider pursuing relevant professional certification or specialisation in your industry. Curated and strategic learning paths provide structured skill development and improve your employability in the market.

7. How can organisations balance investing in employee development with the need for immediate results, especially in industries experiencing rapid disruption?

To balance investing in employee development and getting immediate results can be challenging, but here’s what we think can strike a balance between the two:

  • Align employee development with strategic objectives

Employee development initiatives should be aligned with the organisations’ strategic goals. This ensures that all development initiatives will contribute to the desired short and long-term results. By weaving the individuals’ development and company’s growth, employees will be aware of how their learnings will support the organisation’s objectives and growth.

  • Utilise objectives and key results (OKRs) to identify

OKRs differ from key performance indicators (KPIs) as it functions to identify the desired targets and the required metrics to help the team stay on track instead of solely focused on performance. They serve encourage teams to strive for outcomes that may seem impossible through better communication. OKRs will act as a guide to help align an individual’s overall development with organisation goals while focusing on results.

  • Craft clear career paths for strategic growth

Employees experience confusion when they are met with unrealistic or unspoken expectations, leading to a loss of sense of direction and role identity within the company.

Organisations should focus on communicating clear career trajectories, such as charting concise career paths and achievements that lead to progression and defining the skills needed for each role. All discussions with employees should be transparent.

By making L&D opportunities or mentorship programs accessible, you effectively empower your employees to take responsibility for their professional development. Efforts like these enable them to understand how their learning and development efforts contribute to immediate results and future organisational opportunities.

  • Fair development opportunities across all job bands

It’s important to provide equal L&D opportunities to all employees regardless of their achievements and rank, such as creating structured L&D processes to ensure accountability and bias. Organisations can take a step further by offering diverse learning options to support different learning styles and schedules. To promote transparency, employees should be made aware of the available L&D opportunities and benchmarks used for assessment.

Through focusing on equal but accountable development opportunities, companies can foster higher employee engagement and increased overall job satisfaction.

Future-proof your career: Key takeaways to build career resilience

Rose Rose on January 27, 2025

By Destiny Goh

We just wrapped our workshop, Building a Resilient Career: Thriving Amid Singapore’s Rapid Globalisation workshop on 11 January. This was a co-pilot program with Workforce Singapore (WSG), meant to help local job seekers thrive in today’s competitive scene.

Our speaker panellists were Sharon Pock, an HR leader at Voyager Worldwide;

Ivan Choong, a certified job and career transition/development coach;

Rena Oh, HR head at Easmed and Volunteer Career Advisor (VCA) at WSG;

Gabriel Tan, our team leader and moderator.

 

career resilience workshop by Good Job Creations Singapore, team discussion photo
From the Left, Ivan Choong, Sharon Pock, Rena Oh and Gabriel Tan

Singapore once had a poor economy with high unemployment and inadequate infrastructure, but it has since undergone rapid globalisation and emerged as one of the world’s most prosperous countries. To bolster such advancement, the growing workforce is expected to evolve and adapt to drive the nation’s progress; upskilling and reskilling will become the forefront of this movement.

Upskilling and reskilling can help individuals build or enhance their competitive skills and craft a resilient career. Before embarking on this journey, conducting a career health check-in through psychological tests is advised to help identify areas requiring further development and nurturing. This enables you to make informed decisions that result in career growth.

Riasec test and Knowdell Card Sorts are two tools mentioned that serve as a guideline to evaluate career health. They help individuals understand their strengths, skills, priorities, and interests. Some test results are straightforward; however, if you want to make significant changes to your career, such as a mid-career switch, you should seek a second opinion from a professional career coach or speak to someone with the same experience to help you make wise decisions and provide you with perspectives.

One of the key challenges individuals who undergo mid-career switches face is the difficulty of positioning their relevant transferable skills. Although job-specific technical skills are crucial, demonstrating your soft skills is essential to ease into a new transition. Leadership, communication, creativity, decision-making, and problem-solving skills are necessary in roles that require collaboration, innovation and initiative-driven. Transferable skills are not confined to a specific industry or role but are relatively sustainable in the long term.

Future-proof your career - Digital age of Singapore

The digital age in Singapore

Next, interests and concerns in technology have increased consecutively; artificial intelligence (AI) is the most prominent and widely discussed. AI brings plenty of benefits, from reducing human error to increasing productivity by consolidating tasks into simpler steps and having the ability to optimise, innovate, and improve various functions—AI was meant to make life easier and not necessarily replace it.

It’s important to note that AI’s knowledge is dependent on the data and information we feed it. The idea is to make technology work for you to create efficiency and enhance productivity. Those who fail to wield it will fall behind.

career skills development steps for future-proofing and resilience

Principles and considerations for upskilling and reskilling

There are some principles and considerations before the journey of upskilling and reskilling; for instance, it’s advised against taking up a new certification or course due to trends or one that pays well in the job market. ‘You can consider building a skill based on interest or what you’re already good at and like to do and then, make a career of it. However, you need to know what your individual ‘burnout’ skill is: a skill that you can do well but do not like to use often and try to avoid or minimise placing it as your core skill in the role you are doing if possible.’ Certified coach, Ivan Choong says. Or else, you could end up experiencing ‘burning out’ in your role with the inability to sustain.

Learning and development (L&D) opportunities differ from one workplace to another. While some organisations can afford to allocate a portion of their budget to support their employees’ development due to high-value output and productivity levels, others offer this opportunity through other means, such as learning on the job through other skilled personnel or role swapping between departments. This proves that L&D can be done through an assortment but requires individuals to give it the value and effort it deserves. To promote lifelong learning and enhance individuals’ skills, Singapore has offered SkillsFuture credits to ensure continued economic success and competitiveness amongst the workforce.

Career resilience hinges on continuous learning and adaptability in today’s rapidly evolving global economy. Successful professionals will view their careers as dynamic innovation projects, seamlessly integrating technical skills with profound human capabilities.

The call for action:

  • Evaluate your career health: Before you decide to upgrade your career, take time to evaluate your career health and take note of your interests and areas or skills you would like to build or invest in.
  • Accountability throughout your journey: Invite like-minded individuals to journey with you, allow yourself to be accountable; look for mentors who can provide acute guidance through feedback and encouragement.

Individuals prioritise and intentionally set aside time for what is important to them. Start small and leverage microlearning, break down your learning into small pieces and practice what you learn. This way, you will create a career trajectory that is resilient and transformative.

Singapore Burnout Crisis: Symptoms and Solutions

gjc on December 18, 2024

In this article, we discuss the average annual income in Singapore, theaa occupations where you can quickly increase your salary by relocating or changing jobs, and tips for raising your income in Singapore.

Announcement: Scam Alert 

gjc on December 18, 2024

In this article, we discuss the average annual income in Singapore, theaa occupations where you can quickly increase your salary by relocating or changing jobs, and tips for raising your income in Singapore.