Dress Codes: A Human Resource Perspective

By Koh Wanzi

Dressing well is all about the image. Company-wide dress codes often provide useful ways for companies to project a desired image, keep up with norms in the industry or enforce professional consistency in employees’ sartorial choices. Walmart moved in September to change its dress code policy to require employees to don collared shirts and khaki pants, sparking an outcry among the ranks of its 1.3 million US employees. The world’s largest retailer serves as a test case for companies considering similar moves, according to Deborah Weinstein, a lecturer in legal studies and business ethics at Wharton. And with some employees complaining that they cannot afford to adhere to the new dress code because of their meagre pay, Walmart has come under a hailstorm of publicity for its decision, providing lessons for other employers to draw from. (Read More Here!)

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Survey Results: Three-in-four employers in Singapore snoop on job candidates online, JobsCentral’s Survey finds

By Jonathan Tay

Jobseekers, mind your netiquette. Your future boss could be watching your online deeds. According to an online study by JobsCentral, at least three-in-four employers (75.1 per cent) would do online researches on potential job candidates. Social media sites, mainly LinkedIn (38.4 per cent) and Facebook (34.3 per cent), are the most commonly used channels by snooping employers.

The online study was conducted from August to September 2012, among 396 hiring managers and HR personnels.

INFOGRAPHIC: Click here to view

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HR Summit 2009 – Winning Strategies for Challenging Times

“We can never beat countries with more manpower and we’ll never be the cheapest, but we can be better than those cheaper, and cheaper than those better countries,” said Minister Lim Swee Say, Secretary General of the National Trade Union Congress (NTUC) at this year’s HR Summit.

Held from 6-7 May at the Suntec City Convention Centre, the annual event attracted thousands of HR professionals and guests. Mr. Lim urged HR professionals to play an important part in increasing worker employability. “Singapore is a knowledge-based economy, driven by the services industry. The key to win this challenge would be to upturn the cost effectiveness of companies to survive today and at the same time, upturn the capability of the workforce to be competitive tomorrow,” added Mr. Lim.

With abundant schemes like the Workforce Skills Qualifications (WSQ) system and Skills Programme for Upgrading and Resilience (SPUR), he sees it as a good time to increase worker employability lest we fall into structural unemployment because of complacency.

“When the economy was growing, we had the money but no time, and when the economy is down, we have the time but no money. Now, with the support of government funding and time, there should be no more excuse,” said Mr. Lim.

Raising the Competency of HR Professionals in Singapore

Mr Gan Kim Yong, Minister for Manpower, speaking at the Singapore HR Congress 2009

In today’s rapidly-changing world economy, human resource (HR) challenges are aplenty. Issues such as retaining and attracting talent amidst a recession are pertinent to HR practitioners all over the world, while the knowledge and skills needed to address such matters have become more complex and demanding.

In Singapore, many companies have implemented cost-cutting measures to cope with the downturn, ranging from shorter work weeks and no-pay leave for employees to wage cuts and retrenchment. Such HR practices have a significant impact on corporate performance, and HR practitioners need to tackle them in a responsible manner.

“Over the longer term, cost-cutting will not be the key competitive advantage of a company. Rather, attracting the right talent, developing their capabilities and motivating them to give their best, and at the same time retaining the best and grooming the leaders – these are the real differentiating factors that will determine the success or failure of companies. These are not easy to deal with but HR professionals have a key role to play in this regard,” said Mr Gan Kim Yong, Minister for Manpower, at the Singapore HR Congress & Business-Connect Exposition 2009.

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Understanding people, rethinking employee motivation in the age of Facebook and blogs

A perennial challenge facing human resource professionals is keeping employees motivated at work. What drives someone to put in 100 per cent of their energy at work? What makes an employee consider a company a great employer?

Contributed by Michael Vavakis

Ask any leader and they will tell you that there is no simple answer. However, there is an appreciation to stop the second guessing and create a clear solution to keep employees motivated and inspired...

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