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Porsche is rewarding its employees with a €9,700 (S$14,800) bonus after a successful 2018 financial year. The amount will be paid to around 25,000 people, who will receive it with their April salaries. The bonus is not specifically based on different pay levels, but set at a fixed rate. “That’s our understanding of equal opportunity; we know that every single employee in this company contributes towards its success, and our approach to these bonuses reflects that awareness,” says Andreas Haffner, Member of the Executive Board for Human Resources. According to Porsche, the bonus consists of two parts: €9,000 (S$13,700) as a performance bonus for the 2018 financial year and €700 ($1,068) as a special contribution to the VarioRente pension scheme or a personal pension fund. Porsche also gave out a similar bonus for 2017 and the year before with €9,111 (S$13,900). 2018 was a good year for Porsche as worldwide deliveries of their cars increased by 4% last year, to 256,255 units. At the same time, revenue increased by 10% and net operating profit grew by 4%.The automaker’s overall workforce rose by roughly 9%, to 32,325.

Why all those who quit are normally good employees? Here’s 8 reasons why! It is not all difficult to retain a good, hard-working employee in Singapore. The Lion City has an excellent working environment, salary packages are attractive and rank high up in Asia. But just why big companies will often force employees out of the door? Just why good employees leave? Well, because they simply know their talent can be realized somewhere else. If companies can’t provide a harmonious workplace, it won’t be hard to see why they can’t hold on to the talented employees. A consultancy report from CEB said that usually 33% of top-ranked employees normally have this conflict with their employers and would have started seeking for greener pastures just few weeks into their job! Once a company loses the heart of their top-ranked employees, the group will not just choose to say I QUIT! They will also lose interest in their job. Mr Michael E. Kibler from Corporate Balance Concepts INC, an employee coaching firm, has been researching why employees quit their companies. He attributes this to “executive brownout”. To put it simply, no battery already! Staff affected by this phenomenon become disengaged, demotivated and lose interest in their jobs. The more usual symptoms will be disengagement, discontent and lethargy. On the surface, their job performance is not bad, but they are secretly going downhill, and the exit door is where they are headed. Companies who want to avoid this from happening can try to avoid these 8 workplace practices, which normally get under the skin of top-rated employees. #1. Don’t put up too much rules Yes. Simple as that. Don’t make it like a school, where there are even restrictions on meal times and toilet breaks. Employees feel restrained simply by that and the doubts will start to creep in. All are working professionals, not little children! #2. All are equal In the eyes of the law, all are equal. But it shouldn’t be the same at a workplace. The elite will feel left out should the boss treat all equally. They will think that all the rewards and benefits they deserve aren’t any different from those who have poor work performance. #3. Enduring poor work performance If a company doesn’t act in helping an employee snap out from poor performance, such as sending him for courses, he will soon drag down the whole organization. The company got to solve this problem fast and not act blur. #4. Non acknowledgment of the talented ones Who doesn’t like to be recognized for the hard work put in? It is just like the Employee of the Month plaque you see in fast food restaurants. Seriously, this is the best thing a company can do if they are already not handing out 13th month bonus! #5. Show some love, lah! A relationship between company and employee is like watering a plant. If you don’t give it TLC (Tender, Love, Care), how do you expect it to grow. You must show care and concern for your employee! Remember, they are not robots! They are made of flesh and blood! #6. Future When distributing work, give them a perspective on how this will help in their career advancement. Don’t just simply shove them work and give them deadline! #7. Let them pursue other interests! Google normally gives out 20% of an employee’s worktime to let them pursue their own interest, and this should be of beneficial value to the company. It is vital as employees will enter a FLOW mentality. It is one that allows employees to enjoy their work, and expand their capability. #8. Make the workplace interesting If employees can’t enjoy sticking around a workplace, the company really got to start thinking. Ever heard of the saying, all work and no play makes Jack a dull boy? Go Google HQ find out, look into their HQ, see how fun it is to work there! To sum it up, a good company shouldn’t be sending out terse notices all the time. They should learn to mix heavy work with great fun. That is the ultimate recipe to a conducive work environment.

Isn't this a form of discrimination towards straight applicants? There are people who turned Hong Lim Park upside down because employers prefer certain race only or certain foreign nationalities only; let's see who is going to Cry father Cry Mother over this new form of discrimination. Is there a need to differentiate sexual orientation? http://mypaper.sg/top-stories/wanted-goldman-sachs-lgbt-employees-20140430 Wanted by Goldman Sachs: LGBT employees SAMANTHA BOH IN WHAT could be a first here, renowned investment bank Goldman Sachs has made a specific recruitment call to lesbian, gay, bisexual and transgender (LGBT) students. Next month, it will hold an LGBT recruitment and networking dinner at its Singapore office, where attendees would be able to "discuss issues and concerns regarding being 'out' in the workplace with participants". An event listing on the company's website also made reference to its support of the Pink Dot event that is to take place in June. Goldman Sachs has been firm on being inclusive, regardless of gender, race or sexual orientation, boasting a list of employee networks such as The Disability Interest Forum, The Goldman Sachs Women's Network and LGBT Network. Human resource experts told My Paper that given the labour crunch, companies should be mindful about closing doors on any specific group of people. Erman Tan, president of the Singapore Human Resources Institute, said: "It is good for employer branding as it shows that they are open and unconventional in their approach. "It can appear very attractive, especially to the younger generation." Such a move would also send a strong signal to the rest of the LGBT community that it is an organisation that does not discriminate against any type of talent, said Linda Teo, country manager of Manpower Staffing Services (Singapore). "As companies strive to be globalised and be competitive in their own industry, it is imperative to have a good diversity of talent for their workplace, regardless of gender, sexuality or race," she said. Companies here are becoming more accepting of LGBT employees, but multinational companies clearly take the lead in this. Many Asian or local firms remain conservative, said experts. Ms Teo said it might just be a case of being "unsure of what to expect or how to manage their interactions with co-workers", which can be resolved with open communication or adjustments in work processes, when necessary. But there are those who choose to just not shine the spotlight on the issue. Ronald Lee, managing director of PrimeStaff Management Services, said companies evaluate any application based on an individual's competencies. "They don't ask personal questions like one's sexual orientation," he said. Mr Tan said: "Some companies have the policy not to talk about it but once you declare it to them, they become unfavourable towards you." Jean Chong, co-founder of lesbian group Sayoni, said: "Singapore is very backward in this aspect, so it is good that major financial institutions are taking the lead. "But the world is changing and, sooner or later, this will no longer be a big deal."

If given a choice, four in 10 Singaporeans will retire at the age of 55, a recent survey found. Almost four in 10 employees in Singapore want to retire at the age of 55 - 10 years earlier than the retirement age set by the government, revealed the 2014 Randstad Award survey released on Friday. The survey of 6,546 employees in Singapore also found that respondents would be motivated to work longer if their workplace offered a more relaxed schedule, friendlier atmosphere and shorter work hours. Randstad Country Director for Singapore Michael Smith said the findings provide organisations with a clear insight on how best to engage their top talent in order to retain them. "Singapore is already facing a talent crisis, with many organisations finding it difficult to meet the demand for skills. “If a situation arises where a large group of the talent pool are unwilling to work till the retirement age, this will make the talent shortage challenge even more acute for organisations here. “Employers need to constantly evolve their talent management strategies by understanding the motivations of their employees of all ages, including return-to-work mothers and the mature-age workforce," said Mr Smith. The survey found that female employees, in particular, find flexible working hours a key motivator for staying in the workforce. Mr Smith said this is not surprising, given female employees tend to think about family priorities at some stage during their careers. "Today's constantly changing world of work means that there is no one-size-fits-all approach. “Employers need to continuously rethink their approach to ensure they are meeting the needs of their employees. These include establishing flexible working arrangements, a positive working environment and work-life balance. “Yet it is critical for employers to strike the balance between keeping their employees happy and maintaining productivity to ensure their business is well placed for the next phase of growth," added Mr Smith. The survey also found that competitive salary and employee benefits remain the most important factors for employees in Singapore when they choose an employer. This is the third consecutive year where salary and benefits have taken the top spot. The top three key employer personality traits employees in Singapore look for are: reliable, honest and sincere. Another survey finding was that Singapore employees spend an average of 42 minutes travelling to work. This is close to their acceptable time of 39 minutes. Source: http://www.channelnewsasia.com/news/singapore/4-in-10-s-porean/1058524.html

http://www.tremeritus.com/2014/02/22/25-foreign-employees-jailed-for-forged-academic-certificates/ 25 foreign employees jailed for forged academic certificates February 22nd, 2014 | Author: Editorial 25 foreigners were sentenced to jail on Thursday (20 Feb) for submitting forged academic certificates to the Ministry of Manpower (MOM) to illegally obtain work passes to work in Singapore. All 25 foreign employees pleaded guilty. 22 of them were sentenced to 10 weeks’ jail, 2 to 12 weeks’ and 1 to 4 weeks’. 25 is the largest number of foreign employees prosecuted for the offence this year, and the penalties are the most severe the courts have ever meted out for the offence. The 25 foreigners obtained forged academic certificates in their home countries, and used them to apply for work passes between 2 November 2012 and 7 June 2013. Based on the false information submitted, 20 were issued an S-Pass and 5 an Employment Pass (EP). An S-Pass holder needs to have a minimum fixed monthly salary of $2,200 and an EP holder $3,300. The nationalities of these 25 foreigners, comprising 21 males and 4 females, are: 16 from Myanmar 7 from India 2 from the Philippines They were issued work passes to work in operations, sales, and food and beverage. Among them were a hair restoration technologist, a quality control executive and a chef. They all worked for less than a year in Singapore. MOM launched investigations between November and December 2013, and discovered that their academic certificates were forged through checks with the relevant certificate issuing institutions and respective foreign government departments. They had mislead MOM to believe that they met the required educational criteria to obtain the work passes. MOM’s investigations revealed that all the employers were unaware that the foreign employees had submitted forged academic certificates for their work pass applications. As the employers were not complicit, no action was taken against them. Last year, MOM prosecuted 78 foreigners for similar offences. Convicted foreigners are barred from working in Singapore. MOM amended the Employment of Foreign Manpower Act in November 2012, and made the offence of making a false statement or submitting any false document relating to academic qualifications a standalone offence with stiffer penalties. Offenders may be fined up to $20,000 and/or imprisoned up to 2 years. Apart from legislative measures, MOM said it is strengthening its processes and fraud detection capabilities. This includes enhancing internal database checks, verifying the certificate’s authenticity directly with the issuing educational institution, and requiring employers/employment agents to upload verification/proof of diplomas and higher qualifications for applications for EP, S-Pass and Training Employment Pass. MOM also performs retrospective audits. In addition, MOM is supplementing its checks with third-party screening agencies. Last month, MOM announced that they had hired Dataflow Services in New Delhi to conduct random checks on education certificates and employment history declared by Indian nationals working in Singapore [Link]. MOM said that it would use “independent verification channels” like Dataflow to conduct its own random audits. Dataflow says on its website that it helps clients ensure that the staff they hire are qualified and competent. “We identify fraudsters and unwanted professionals by verifying their qualifications and checking individuals against proprietary database and international watch lists.” MOM requires all foreign applicants for passes to make accurate, complete and truthful declarations to the Controller. Making a false declaration by submitting a forged academic certificate or certificates is a deliberate attempt to mislead the Controller. MOM said it will not condone such acts of deceit, and will take severe action against offenders, as well as errant employers and employment agencies if they abet foreign applicants who submit forged academic certificates. MOM is also seeking the co-operation of the public. Any member of the public who knows of foreign employees using forged certificate(s) can and should call MOM at (65) 6438 5122 or email [email protected]. All information is kept strictly confidential.

Link Singapore bosses think 50% of employees are 'bad hires': survey While top talents are a measly 10-30%. According to a survey by RecruitPlus, 99% of the 4,000 employers who answered felt that their organization carry certain percentage of bad hires, from 10% to a whopping 50%. Conversely, only 64% of the same respondents felt that their companies have Super Performers, ranging from 10% to 30% of their workforce. This group of individuals usually comes from 1) referrals, 2) recruitment agencies & 3) job boards. All respondents believe the Super Performers are capable of handling the job of 2 to 5 bad hires and will not mind paying them 10% to 30% more salary vis-

From CNA: http://www.channelnewsasia.com/stories/sin...1197133/1/.html Employees in Singapore are highly motivated: survey By Sara Grosse | Posted: 24 April 2012 1615 hrs

From ST Forum: http://www.straitstimes.com/STForum/Story/...ory_773752.html Not always easy to work with older employees Published on Mar 5, 2012 WHILE I have met and worked with many older staff who are dedicated, knowledgeable and helpful, I have also encountered many who are a constant challenge to work with ('Unproductive to stereotype older staff' by Ms Kelly Fu Su Yin; last Tuesday). Here are some instances:

Attended a talk on Winning hearts and minds of employees some time back.... Whenever the management talks, they say that winning the heart of the employees is important... When the employees talk, they say "Show me the money".. So who is right?

Previously it was known as Matsushita, now it is known by one of its brand name Panasonic. I remembered we used to recite the employee's creed every weekday morning. What are the wordings?

Hi all bros and sis. I am actually trying to find out why some companies will resort to such acts. The scenario is given below: Auntie A has not been working for quite some years. Her relative asked her to pass her her NRIC card to apply for some "incentives" government is giving to senior citizen. Auntie A started to receive $5+ from company X in CPF monthly contributions and get the checks from CPF for the Workfare something scheme. Auntie A never worked for company X. What benefits does company X have to make Auntie A a bogus employee? - Evade tax? i can't really find this online. please assist.

SINGAPORE: Seagate Technology announced on Tuesday it would relocate its hard disk drive manufacturing operations from Ang Mo Kio to other existing Seagate facilities by end-2010, laying off some 2,000 employees in the process. The company said in a statement that this consolidation is necessary in order for it to further increase efficiency and reduce costs by leveraging investments across fewer manufacturing sites. The statement also said that Singapore would remain a key strategic partner for Seagate, with a focus on high-value activities, and the company would continue to make strategic investments in the country. Seagate has two other facilities in Singapore, located at Science Park and Woodlands. Singapore is home to the company's only hard drive design centre and first volume manufacturing site outside of the United States, and the first Recording Media Operations facilities outside of North America. Seagate said its Woodlands media operation, Seagate's Asia International Headquarters (IHQ), and the Science Park product development and design centre will remain in Singapore. Its statement also said that the company is giving every consideration to relocating some Ang Mo Kio employees to other Singapore operations. Employees ending their employment with Seagate will be offered severance benefits, in keeping with company policy. - CNA/so

If you the boss. How do you make sure your employees come to work on time? Thanks in Advance. No c0cks.

1. Put 400 bricks in a closed room. 2. Put your new employees in the room and close the door. 3. Leave them alone and come back after 6 hours. 4. Then analyse the situation: a. If they are counting the bricks, put them in the Accounting Department. b. If they are recounting them, put them in Auditing. c. If they have messed up the whole place with the bricks, put them in Engineering. d. If they are arranging the bricks in some strange order, put them in Planning. e. If they are throwing the bricks at each other, put them in Operations. f. If they are sleeping, put them in Security. g. If they have broken the bricks into pieces, put them in Information Technology. h. If they are sitting idle, put them in Human Resources. i. If they say they have tried different combinations, they are looking for more, yet not a brick has been moved, put them in Sales. j. If they have already left for the day, put them in Marketing. k. If they are staring out of the window, put them in Strategic Planning. l. If they are talking to each other and not a single brick has been moved, congratulate them and put them in Management. Finally, if they have surrounded themselves with bricks in such a way that they can neither be seen nor heard from, put them in Senior Management.

Erm.... Heard the rally speech but seems another pointless preaching from u kno who....cos' from my understanding they recently gotten a hefty increment...and ain't most of the "ELDERLY"???? EA