Okay. You want to start a business in Singapore. You’ve gotten over the registration requirements. You’ve even had your company address set out. So, what’s next? Where do you go from there? What comes after registering and securing a venue? Hiring right? Before you start hiring people to work for your company. You have to first get familiar with the human resource policies that govern Singapore. You have to internalise, like the back of your hand, the contents of the Singapore Employment Act. But, don’t worry. We’ve got you covered. We’ll walk you through it in the most basic explanation we can muster. Discover the consequences you might face if you fail to comply. And last but not the least how you can integrate these human resource policies to your company.
Singapore’s Employment Act is the ruling body you need to refer to when it comes to dealing with your workers. Human resource in Singapore is a big deal; the government imposes heavy penalties on companies that don’t follow the Employment Act. You should invest in good, quality human resource management in Singapore.
Let’s begin dissecting the Employment Act by finding out whose its for. Singapore’s employment act is for the following individuals:
The people not covered in the Act are:
According to the amendments made to the Singapore Employment Act, you will be required to make your employees records, keep those records safe and hand-out “Key employment terms” or KETs to your employees. Aside from this, you will also be tasked to give itemised pay slips to your workers. Failure to comply with these requirements will incur administrative penalties.
You are required to issue a KETs within 14 days from the start of employment. It can either be in soft copy or hard copy. And a KET must include the following:
For a more comprehensive guide to the requirements, you need to submit visit this page.
In recruiting employees, you must base your decision on merits, meaning by the applicant’s skills, experience, and ability to do the job. It must never be according to age, race, gender, religion, marital status, disabilities and family responsibilities.
You must treat your employees with respect and strive to put progressive human resource policies, and human resource management. Give them equal opportunities for training and development. You must help them achieve their fullest capabilities and potentials while within your company. And you must reward your employees fairly according to what they have done, their ability and overall performance.
Human resource policies such as the hr policies and procedures of big companies situated in Singapore like Singtel, Changi Airport Group, Citibank, and CPG Corporation all make use of great human resource management.
As an employer, your greatest asset is not your facilities or high-tech machinery. It’s your employees. So, implementing human resource policies that improve their stay if your company should be your biggest goal.