Fair Employment is a 'reality'....come in pls

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Fair Employment Practices

Adopting fair employment practices is about recruiting and treating employees on the basis of merit, such as skills, experience or ability to perform the job. It also means being sensitive and not using factors, such as age, race, gender, religion, family status or disability for employment-related decisions.

The Tripartite Guidelines on Fair Employment Practices sets out guidelines for adoption by employers.

The 5 principles of Fair Employment Practices are:

a. Recruit and select employees on the basis of merit (such as skills, experience or ability to perform the job), and regardless of age, race, gender, religion, family status or disability.

b. Treat employees fairly and with respect and implement progressive human resource management systems.

c. Provide employees with equal opportunity to be considered for training and development based on their strengths and needs, to help them achieve their full potential.

d. Reward employees fairly based on their ability, performance, contribution and experience.

e. Abide by labour laws and adopt Tripartite Guidelines which promote fair employment practices.

The practice of fair employment will help to foster an inclusive workplace, one that is built on merit and based on progressive HR practices.

Check out the Case Studies that showcase companies such as Han’s (F&B) Pte Ltd, Network Express Courier Service Pte Ltd, IBM Singapore Pte Ltd, Shell Eastern Petroleum (Pte) Limited, etc that have adopted fair employment practices and reaped positive benefits.

 

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Han's (F&B) Pte Ltd
It is in Han's corporate philosophy to hire based on the candidate's competency to do the job and to ensure that there is equal opportunity for all when it comes to recruitment.

Mr Han Choon Fook, Managing Director of Han's reiterated their company's philosophy, "Be they young, old, educated, uneducated, retrenched or inexperienced we hire them all, train them up and now we are proud to have a large group of such long serving loyal employees".

About 10 percent of its 366 employees across its 21 outlets in Singapore are aged 60 years and above. The company firmly believes that the ability to complete the job is the most important factor when it comes to making a decision on the candidate to hire. It also sees value in having a mix of young, old and middle-aged employees. For example, Han's perceives older employees to be loyal with the ability to positively influence their colleagues through sharing their past work experiences, even on the value of life!

"The most important thing is that our employees must be healthy enough to do the work they are hired to do. It doesn't matter to us if an employee needs to go off early for a dialysis treatment. For example, we have an 80-year old employee who only works in the evenings because she wants to spend the day with her grandchildren. Our flexible working hours will enable us to accommodate these workers while giving them the opportunity to realise their full potential at the workplace", Mr Han remarked when asked about the most important factor he looks for in a candidate.

Han's progressive human resource policies have allowed more older workers to be employed,with 56 percent of the staff above the age of 40. The company also hires people with disabilities.

 

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Wing Tai Holdings Limited

In May 2004, Wing Tai Retail launched Fox Fashion Apparel in Singapore. The fashion chain has a unique merchandising concept to display clothing items on shelves instead of display racks. As such, clothing items were frequently removed from the shelves by customers and had to be placed neatly back on the shelves.

Fox sales co-ordinators had to attend to and serve customers, and at the same time ensure that the clothing items were displayed properly on the shelves in a timely manner. This was particularly stressful during peak hours and weekends when customer traffic was highest. The sales co-ordinators also had to ensure that all clothing items were folded properly after the shop closed for the day.

To enable the sales co-ordinators to focus on customer service, Fox Fashion decided to hire older workers, like Mdm Tan Soo Noy, 59 (pictured), to assist with folding the clothing items and tidying the display. This initiative achieved a win-win outcome, leading to increased employee productivity and sales.

While Fox Fashion has since added hanging displays, this team remains a valuable asset, given their patience and experience with young children. Besides tidying the display, they also recommend suitable items from Fox Kids and Baby to new or young parents and help to watch over the children while their parents shop. They are important members of the Fox team.

 

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Alexandra Hospital

Alexandra Hospital (AH) is a good example of an employer that has made a concerted effort to employ and retain older job seekers as one of their corporate goals. AH has been called "the pin up for organisations" for re-employment in Singapore as they retain between 80 to 90 percent of their staff who turn 62.

Instead of shunning older workers, AH has implemented several initiatives to employ and retain older workers. Mr Liak Teng Lit, CEO of AH, explained that the decision to employ older workers stems from the hospital's experience working with older workers. They are more consistent and have a lower tendency to job hop, and are also more mature and experienced.

At AH, mature workers are viewed as assets. With their experience in the industry, they are not just well-versed in taking care of patients, but are also able to empathise with patients — an important aspect of in-patient care.

Mr Liak went further to state that the hospital values older workers because most of the hospital's patients are older people.

He distils the reasons why AH actively employs older workers to the following:

* They have a wealth of experience and knowledge.
* They are more consistent in their work.
* They have a lower tendency to job hop.
* They are able to deal better with older patients.

 

[annexa]

not using factors, such as age, race, gender, religion, family status or disability for employment-related decisions.

Exprain to me why almost all ministar kids got scholarship study overseas? exprain!

 

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Exprain to me why almost all ministar kids got scholarship study overseas? exprain!

There is no white horse treatment. The only reason why they are identified as white horses is to ensure that no special treatment is accorded to them.

Now...all u peasants happy? Gave so many case studies showing that FAIR EMPLOYMENT is a reality in Sinkapore!