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Revealing HR Modernisation: Enriching Employee Engagement in the workplace

Amit Peshwe on February 25, 2025

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.

Actionable-Strategies-HR-Modernisation

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.

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.

Written By: Rose Tan

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.

 

Future proof your career: Key Takeaways to build career resilience. This is GJC's workshop on 11 January 2025 Photo 1
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.

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.

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