Dear Classmates,
Congratulations to all graduates of Diploma In Management studies (Full Time) 15th Intake. Getting a diploma is an achievement and a begining of a new chapter in your life. If you missed the graduation ceremony , you may retrieve your Transcript and diploma at the administrative department at level 6. Good luck to all of you and it is my honour knowing all of you. All the best in your future endeavours.
Yours Sincerely,
Francis Lim
11/29/07
Singapore's unemployment rate hit a decade-low of 1.7 percent
SINGAPORE, Nov 29 - Singapore will allow construction and manufacturing companies to hire more foreign workers to help cope with an increasingly tight labour market in the fast-growing city-state.
The move, to be implemented next year, comes after Singapore's unemployment rate hit a decade-low of 1.7 percent in the third quarter, and amid increasing investor concern that the $129 billion economy may overheat.
"Far more jobs are being created than locals can fill," Singapore's Ministry of Manpower said in a statement released late on Wednesday, adding that companies found it increasingly difficult to find workers, particularly locals.
It was not immediately clear how many more foreign workers may be allowed into the country as a result of the move.
Singapore is set for economic growth of at least 7-8 percent this year, reflecting buoyant construction across the small island, a rebound in manufacturing and strong business for bankers and fund managers. But it also faces rising prices from higher costs for fuel, housing and wages.
Employment rose by 57,600 new jobs in the third quarter after a record 64,400 jobs in the second quarter.
Earlier this year, the government launched a scheme that would allow skilled foreign professionals working in Singapore to stay in the country for up to six months after they left a job to look for new employment.
From March 2008 onwards, foreign professionals whose last monthly salary outside Singapore was at least S$7,000 will be able to receive a so-called Personalised Employment Pass allowing them to stay for a job search.
The move, to be implemented next year, comes after Singapore's unemployment rate hit a decade-low of 1.7 percent in the third quarter, and amid increasing investor concern that the $129 billion economy may overheat.
"Far more jobs are being created than locals can fill," Singapore's Ministry of Manpower said in a statement released late on Wednesday, adding that companies found it increasingly difficult to find workers, particularly locals.
It was not immediately clear how many more foreign workers may be allowed into the country as a result of the move.
Singapore is set for economic growth of at least 7-8 percent this year, reflecting buoyant construction across the small island, a rebound in manufacturing and strong business for bankers and fund managers. But it also faces rising prices from higher costs for fuel, housing and wages.
Employment rose by 57,600 new jobs in the third quarter after a record 64,400 jobs in the second quarter.
Earlier this year, the government launched a scheme that would allow skilled foreign professionals working in Singapore to stay in the country for up to six months after they left a job to look for new employment.
From March 2008 onwards, foreign professionals whose last monthly salary outside Singapore was at least S$7,000 will be able to receive a so-called Personalised Employment Pass allowing them to stay for a job search.
11/23/07
Intergrating Technology Into HRM
Technology has dramatically altered the lives of human resource professionals over the past 15 years. Today, many of what used to be time-consuming manual processes are performed by computers, freeing us to work on higher value activities
To make a human resource department more effective and efficient new technologies are now being introduced on a regular basis so make things much simpler and more modernized. One of the latest human resource technologies is the introduction of a Human Resources Information System (HRIS); this integrated system is designed to help provide information used in HR decision making such as administration, payroll, recruiting, training, and performance analysis.
Human Resource Information System (HRIS) merges human resource management with information technology to not only simplify the decision making process, but also aid in complex negotiations that fall under the human resource umbrella. The basic advantage of a Human Resource Information System (HRIS) is to not only computerize employee records and databases but to maintain an up to date account of the decisions that have been made or that need to be made as part of a human resource management plan.
The four principal areas of HR that are affected by the Human Resource Information System (HRIS) include; payroll, time and labor management, employee benefits and HR management. These four basic HR functionalities are not only made less problematic, but they are ensured a smooth running, without any hitch. A Human Resources Information System (HRIS) thus permits a user to see online a chronological history of an employee from his /her position data, to personal details, payroll records, and benefits information.
The advantage of a Human Resource Information System (HRIS) in payroll is that it automates the entire payroll process by gathering and updating employee payroll data on a regular basis. It also gathers information such as employee attendance, calculating various deductions and taxes on salaries, generating automatic periodic paychecks and handling employee tax reports. With updated information this system makes the job of the human resource department very easy and simple as everything is available on a 24x7 basis, and all the information is just a click away.
In time and labor management a Human Resource Information System (HRIS) is advantageous because it lets human resource personnel apply new technologies to effectively gather and appraise employee time and work information. It lets an employee's information be easily tracked so that it can be assessed on a more scientific level whether an employee is performing to their full potential or not, and if there are any improvements that can be made to make an employee feel more secure.
To make a human resource department more effective and efficient new technologies are now being introduced on a regular basis so make things much simpler and more modernized. One of the latest human resource technologies is the introduction of a Human Resources Information System (HRIS); this integrated system is designed to help provide information used in HR decision making such as administration, payroll, recruiting, training, and performance analysis.
Human Resource Information System (HRIS) merges human resource management with information technology to not only simplify the decision making process, but also aid in complex negotiations that fall under the human resource umbrella. The basic advantage of a Human Resource Information System (HRIS) is to not only computerize employee records and databases but to maintain an up to date account of the decisions that have been made or that need to be made as part of a human resource management plan.
The four principal areas of HR that are affected by the Human Resource Information System (HRIS) include; payroll, time and labor management, employee benefits and HR management. These four basic HR functionalities are not only made less problematic, but they are ensured a smooth running, without any hitch. A Human Resources Information System (HRIS) thus permits a user to see online a chronological history of an employee from his /her position data, to personal details, payroll records, and benefits information.
The advantage of a Human Resource Information System (HRIS) in payroll is that it automates the entire payroll process by gathering and updating employee payroll data on a regular basis. It also gathers information such as employee attendance, calculating various deductions and taxes on salaries, generating automatic periodic paychecks and handling employee tax reports. With updated information this system makes the job of the human resource department very easy and simple as everything is available on a 24x7 basis, and all the information is just a click away.
In time and labor management a Human Resource Information System (HRIS) is advantageous because it lets human resource personnel apply new technologies to effectively gather and appraise employee time and work information. It lets an employee's information be easily tracked so that it can be assessed on a more scientific level whether an employee is performing to their full potential or not, and if there are any improvements that can be made to make an employee feel more secure.
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