Work-Life-Works $20,000 funding from Ministry of Manpower
Posted by admin on Jun 23, 2009
· Organisations who have at least FIVE paid employees.
· Organisations who would like to promote Work-Life Policy in the organisation.
For What?
· To encourage organisations to adopt a Work-Life Balance for their employees.
· To provide more opportunities for the unemployed to be introduced to the workforce.
How Much?
· The WoW! Fund will subsidise 80% of approved project costs, up to a maximum of 20,000 per organisation. It Consists of:
Common Tranche
· Maximum of $10,000 per organisation , subject to successful provision
of Flexible-Work-Arrangements (FWAs) to appropriate staffs. There are
five broad categories of FWA below:
1) Part-time Work - Employees who normally work for less than 35 hours in a week.
2) Staggered hours -Work arrangement in which employees can vary their start and finish times within prescribed limits.
Flexi-time - Arrangement where employees can vary their daily start and end times to suit their work and personal commitments. [To qualify for enhanced funding, employees must be allowed flexibility of at least 2 hour band.]
3) Job-sharing -Workload of a full time job is split between 2 or more people in the office. Jobsharers work at different times although there may be a time overlap to maintain continuity.
4) Flexi-place - Arrangement in which employees perform work in places other than the office. Employees under this arrangement may be required to spend certain ‘core’ times in the office.
Telecommuting - Refers to a variant of flexi-place made possible by information and communication technologies. [To qualify for enhanced funding, employee must be allowed the flexibility to work away from office for at least 2 working days per month.
5) Alternate work schedules -Arrangement where shifts are redesigned in innovative manners to help employees manage their personal commitments [To qualify for enhanced funding, the redesign of shift schedules must be significant and useful to employees involved.]
· At least 2 out of 5 of the categories of FWA above must be provided.
· In addition, these conditions must also be achieved:
1) Project leader has completed his/her Work-Life training.
2) HR policies are communicated to staff. [Emails or circulars on the communication should be produced.]
Enhanced Tier
· Maximum of $10,000 per organisation, subject to achieving the following:
1) Developed a Work-Life strategy to address the issues. Summary of other Work-Life or HR programmes that contribute to the success of Work-Life Harmony should be provided.
2) Completed an employee’s needs assessment to access whether the project had met employee needs.
3) Tracked how applicant organisations are impacted by the Work-Life programmes, e.g, turnover, absenteeism, overheads, e.t.c.
4) Provide proof of outcomes achieved for employees who are placed on FWA, which were declared in the Common Tranche.
· The WoW! Fund can be used to subsidise the following type of expenditures:
1) Training of HR managers and line supervisors to facilitate or implement Work-Life Strategies.
2) Engaging a qualified Work-Life Consultant.
3) Cost of physical or IT infrastructure that facilitates the development of FWAs.
4) Infrastructure and programmes that support selected Employee Support Schemes (ESS), e.g, lactation or family rooms.
Things to note
· Projects must be completed within one year, effective from date of approval.
· Only Work-Life Consultants approved by MOM may be engaged for consultancy or training.
· The MOM reserves the right to audit successful applicants at random to ensure that the disbursed WoW! Fund is used appropriately.
· Applicants should retain receipts, proof of purchases, as well as other documentary proof related to the project for 3 years.
To find out more, give us a call at 31…, by the way, this is a Singapore number and it is offered by Starhub. Shall share with everyone in the next post.
Get $20,000 work-life grant
Posted by admin on Jun 2, 2009
In today’s business competition, remuneration has not been the primary reason that employees stay with company. Money does not equal to loyalty, so how to keep employees?
The answer is rather simple, if the company gives employees what they want, they will stay. So the next question is, what employee wants?
Flexibilities is the key word, we now having very different mixed of generation, say example, generation X, generation Y, Baby Boomers & Pioneers. Our parents are probably in the pioneer or baby boomers where they work really hard, becuase, times are really bad, and working hard is the only way to servive. However, it is diffrent now, Generation X & Y wants a quality life rather than anything.
By giving more flexibilities to employees, employer will ensure long term working relationship and happy employees. Happy employees normally result in happy customer, and happy customer, will of course, pay you happily.
What’s more, our government is supporting the initiatives by extending $20,000 to all companies. To find out more about the grant, please visit our website at www.361dc.com or contact our friendly consultant at 3152 3152.
By the way, 361 Degree Consultancy Pte Ltd is a certified consulant by Ministry of Manpower.
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Who is eligible for Enhanced Maternity Leave
Posted by admin on Apr 26, 2009
Recently, our clients enquire about Maternity leaves and for the benefit of everyone, here are the criteria list by MOM.
Source: www.mom.gov.sg
Who is eligible for the extended Government-Paid Maternity leave?
a) Your child is born on or after 31 Oct 2008 when the legislative amendments take effect. download 666: The Beast movie Mirrors move Popeye The Brood ipod
b)Your child is a Singapore Citizen; and
c) The child’s parents are lawfully married;
AND
You have worked for your employer for a continuous duration of at least 90 calendar days before the birth of your child;
OR
You are self-employed and have been engaged in a particular business / trade / profession for a continuous duration of at least 90 calendar days before the birth of your child; and you have lost income as a result of not engaging in your trade, business, profession or vocation during the maternity leave period.
Entrepreneur at the Age of 18
Posted by admin on Feb 26, 2009
ACRA has announced that the legal age to be a local director has been reduced from 21 to 18. This mean entrepreneurship may start as early as university or polytechnic. This is in line with lots of governemnt policies.
I am quite happy this is implemented especially at this economy downturn. We have been taught to look for a stable job and work in a MNC, our education system did not, YES DID NOT, teach us anything about ENTREPRENEURSHIP. Finally someone has spotted the gap in the education system and patch it up with lots of creativity and innovation.
Below is the announcement from ACRA. For more details, please visit www.acra.gov.sg and more information on setting up companies, please visit www.361dc.com
With effect from 1 March 2009, the age at which most contracts* are binding and enforceable against a minor, and the minimum age to be a director of a company or a manager of a limited liability partnership, will be lowered from 21 to 18 years.
With the change, persons 18 years old and above can register a business name, be a company director, and form companies or limited liability partnerships.
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The exceptions are:
a) Eight Crazy Nights move contracts for sale, purchase, mortgage, assignment or settlement of any land, other than a contract for a lease of land not exceeding 3 years;
b)
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c) Showtime download contracts for sale, transfer or pledge of a minor’s beneficial interest under a trust; and
d)
WE THINK WE ARE BETTER MANAGERS
Posted by admin on Dec 12, 2008
Nearly all executives think they are better manager than they really are. When George Eckes was managing a supplier development organisation, he thought he was an excellent manager. He instituted quarterly subordinate reviews only to discover that his staff didn’t share his view that he was that good.
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Through the reviews, he found out what was important to people who reported to him. They told him that he was not as available to his staff as they desired. One staff member told him: “You return client calls within 24 hours, but when I call you on the road, I often don’t know when you will call back. How about returning our calls with the same urgency as you do to clients?”
This suggestion made him a better manager. He incorporated a similar approach to managers who want feedback on their current level of leadership and what corrective actions needs to occur for them to be better Six Sigma leaders. The tool to achieve this kind of feedback loop is a simple evaluation form, sent anonymously to key peers, subordinated, and if necessary, to superiors. The most important respondent its self review.
(Source: George Eckes, Making Six Sigma Last, John Wiley.)
How often do we review ourselves? We may have a damn good customer service manager to all our clients but we often neglect those who are working with us side by side.
Are you treating your colleagues or subordinates as important as your customer? Think again.
UNSPOKEN LANGUAGE OF THE FACE
Posted by admin on Dec 12, 2008
No matter how good we are at our job, it is believed that if you don’t develop the skills of understanding other’s emotional lies, you can never climb to the top of the corporate ladder.
A person’s face reveals a lot to others around him. It pays to be good looking. One study found that babies look at attractive adult faces longer than plain ones. This bias towards the more beautiful people extends throughout life. Attractive people earn more than plain ones in the same jobs.
Another fact to remember is that if you want to increase your appeal, blink less. Blinking is not really sign of guilt or nervousness. It indicates that mind of the blinker has wandered off to something else. People blink more when they talk than when they listen. One researcher suggested that we blink in order to indicate that we wish to interrupt a conversation. Actor Michael Caine trained himself not to blink at all in order to increase the power of his close-ups.
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It is true that women are more facially expressive than men. Women feel stronger emotions than men and more accurate in matching facial expressions with the emotions they wish to express. So men in business may need to work harder to express emotions in their faces if they are going to succeed at the senior levels of the business world.
(Source: Face-to-face Communications for Clarity and Impact; Harvard Business School Press.)