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Talent and Acquisition Rewards > Unit 6 > Flashcards

Unit 6 Flashcards

1
Q

Procedures to inform successful candidates (6) / Key things to mention when speaking to successful candidates

A
  1. Mention candidate name and job title he/she has been selected for
  2. Be precise in the email
  3. Congratulate the candidate
  4. Mention benefits
  5. Include salary and allowances
  6. Include a deadline to respond the email
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2
Q

Procedures to inform unsuccessful candidates (6) / Key things to mention when speaking to unsuccessful candidates

A
  1. Let the candidates know as soon as possible
  2. Pick up the phone
  3. Keep it brief
  4. Personalise experience
  5. Be honest
  6. Ask for feedback
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3
Q

Follow up activities required after CANDIDATE ACCEPTS THE OFFER/ Follow up tasks after FINAL SELECTION PROCESS (10)/ Pre-Boarding ???

A
  1. Send the selection results to candidate and hiring manager
  2. Liaise with hiring manager for vetting purposes
  3. Provide a consent form to candidate for a background check on physical limitation, credit card standing and video surveillance measures
  4. Undergo medical screening
  5. Inform relevant department to prepare necessary equipments or documents
  6. Update new hire into the staff portal so current employees can send email to welcome him/her
  7. Pre-order business cards
  8. The issuance of benefits and insurance, declaration conflict of interest etc
  9. Hand them staff handbook and website intranet where new hires can read up about the company before orientation session
  10. Good to present them with company’s branded material to give a message of “you are one of us”
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4
Q

Define Pre-Boarding

A

Sets the stage for a process of mentoring, coaching and support and encouraging employees to draft a personal development to get a future with the company thereby reducing turnover

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5
Q

Different Types of Employment Contract

A
  1. Full-Time Employment
  2. Casual Employment
  3. Part-Time Employment
  4. Hiring of Students
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6
Q

Full Time Employment

A
  1. Generally work between 35-40 hours per week

2. Receive full wages and entitled to benefits stated in the contract

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7
Q

Casual Employment

A
  1. Work hourly or daily basis
  2. Raise on top of the normal rate of pay to compensate for not receiving benefits
  3. HOWEVER, the disadvantages are
    • No Guarantee of Hours to be worked
    • No Guarantee of Regular Income
    • No Paid Annual Leave
    • No Access to Paid Sick Leave
    • No Access to Paid Public Holidays
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8
Q

Part Time Employment

A
  1. Max/Min hours to work
  2. Formal written agreements between employer and employee to override certain provisions
  3. Advantages are:
    • Access to paid leave with minimum requirements
    • Access to minimum notice requirements for
      termination, redundancy and roster hours
    • Guarantee of regular/weekly roster hours
    • Guarantee weekly earnings
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9
Q

Hiring of Students

A

Local students can be hired full time or part time without any restrictions and entitled to CPF contributions unless exempted

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10
Q

Purpose of Employment Contracts

A
  1. Management rights to determine work environment, engage, supervise, appraise, compensate and dismiss/retrench employees
  2. Employees duties, responsibilities and rights in the company
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11
Q

Contract OF Service

A
  1. An agreement whereby one person agrees to serve his employer and another employ as an employee
  2. Employer need to contribute CPF contributions and comply with statutory benefits such sick leave
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12
Q

Contract FOR Service

A
  1. A person is engaged as an independent contractor (self-employed person) with no employer-employee relationship
  2. Not covered in employment act
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13
Q

Terms and Conditions in an Employment Contract (4)

A
  1. Appointment Position
  2. Date of Employment Commencement
  3. Remuneration Package
  4. Work Arrangements
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14
Q

Appointment Position

A

Designation given to the employee

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15
Q

Date of Employment Commencement

A
  1. Start Date or Join Date

2. Duration of the employment

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16
Q

Remuneration Package

A
  1. State the salary/overtime period

2. Payment of fixed allowances or fixed deduction

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17
Q

Work Arrangements

A

Number of hours and days of work must put in per week

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18
Q

The Required KETs (6)

A
  1. Name of Employee
  2. Name of Employer
  3. Job Title
  4. Fixed Allowances
  5. Fixed deductions
  6. Work arrangements
19
Q

Government Regulations and Guidelines for Foreign Worker Employment

A
  1. MOM approval

2. Relevant Work Passes

20
Q

MOM approval

A
  1. Work passes are approved and renewed timely

2. A written consent to protect interests of both parties

21
Q

Relevant Work Passes Application Approval (5)

A
  1. A relevant application form
  2. A copy of resume with details of experience
  3. Copies of educational certificates and past employment testimonials
  4. Passport sized photograph
  5. A copy of the personal particulars page
22
Q

Types of Work Passes

A
  1. Employment Pass
  2. Personalised Employment Pass
  3. Entrepass
  4. S-pass
  5. Work Permit for Foreign Worker
  6. Work Permit for Foreign Domestic Worker
  7. Work Permit for Confinement Nanny
  8. Work Permit for Performing Artiste
23
Q

Employment Pass

A
  1. For Professional, Managerial and Executives that earn atleast $4500
  2. Acceptable qualifications
24
Q

Entrepass

A
  1. For eligible foreign entrepreneurs that want to start and operate a new business in Singapore
25
Q

Personalised Employment Pass

A
  1. For high earning existing employment pass holder or overseas foreign professional
  2. Greater flexibility that an employment pass
26
Q

The Criteria for Employment Pass (4)

A
  1. Earn a fixed minimum salary of $4500
  2. Have a job offer in Singapore
  3. Work in managerial, specialised or executive job
  4. Have acceptable qualifications usually with good university or professional qualifications or specialised skills
27
Q

S Pass

A

For mid-level skilled at least earn $2500 and meet assessment criteria

28
Q

Work Permit for Foreign Worker

A

For semi-level skilled in the construction, manufacturing, marine shipyard, process or services sector

29
Q

Work Permit for Foreign Domestic Worker

A

Foreign domestic workers to work in Singapore

30
Q

Work Permit For Confinement Nanny

A

For malaysian confinement nanny to work in singapore for 16 weeks starting from the birth of the employer’s child

31
Q

Work Permit for Performing Artiste

A

For foreign performers working in public entertainment such as pubs, hotels, nightclubs

32
Q

The Criteria for S Pass (3)

A
  1. Earn atleast minimum salary of $2500. Older workers with more experience need higher salaries.
  2. Have a degree or diploma or technical/qualified certificates with 1 year full time study
  3. Have relevant work experience
33
Q

The Criteria for Work Permit Foreign Worker

A
  1. Organisations can only hire foreign workers who satisfy the conditions for source countries/region and age when applying
  2. Can apply foreign workers from these countries or region:
  • Malaysia
  • South Korea
  • India
  • Thailand
  • Sri Lanka
  • Hongkong
34
Q

Purpose of On-Boarding Session (4)

A
  1. Gets the new hire started on productive activities
  2. Ensures that new hire gets accurate information
  3. Gives the employer a chance to develop good work habits in the new hire
  4. Helps the new hire feel welcome and relieve anxiety
35
Q

Benefits of On-Boarding Session (5)

A
  1. Help employee feel welcome and comfortable
  2. Streamline/Smooth the process for in-processing
  3. Communicate company mission and values to help new hire connect with the new organisation
  4. Knowing the job expectations will better prepare them to achieve their career goals
  5. Give new hire a sense of what to expect and where to seek clarification
36
Q

Features of an On-Boarding Programme (7)

A
  1. Company Overview
  2. Review of the Job Description
  3. Safety and Accident Prevention
  4. Tour of Physical Facilities
  5. Policies and Procedural Review
  6. Employees and Union Relations
  7. Share Compensation and Benefits
37
Q

Company Overview

A

Share with them information such as the history, vision and mission, future plans and growth of the organisation

38
Q

Review of the Job Description

A

New hires know their specific duties will be

39
Q

Safety and Accident Prevention

A

Information pertaining to health and first-aid, safety rules, precautions and requirements wearing PPE, Hazard/Accident Reporting

40
Q

Tour of Physical Facilities

A
  1. Include cafeteria, parking, rest rooms, lockers

2. Introduction to new hires, mentors and other employees/workers

41
Q

Duties of HR Assistant during on-boarding of new hire (6)

A
  1. Schedule onboarding session with line managers
  2. Planning your new hire’s first day of work
  3. Foreign staff, send them information about the local area
  4. Show new hire where they can store personal items safely and how they can settle the workstation comfortably
  5. Settle administrative details
  6. Issuance of staff identification cards, IT passwords, office equipment
42
Q

Typical Equipment Issues to New Hires

A
  1. Categorised into the company equipment, tools and Vehicles
  2. For instance, a chef will be given a set of knives
43
Q

Company equipment, tools and vehicles

A
  1. Company owned-equipment are well documented
    and monitored
  2. Serial no are also generated and labelled onto the equipment
44
Q

Internet Usage

A
  1. Authorised to conduct organisation’s business only

2. To limit of appropriate internet use for work and report

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