CIPD Power Breakfast Panel: Workforce Mobility

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hello welcome to our special edition webinar session we are about to start soon please get yourself ready and
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comfortable for this session thank you [Music]
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[Music] you
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you information so the type of resources are
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entering organizations that I can generally be broken down into two different Tigers your main one would be
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vegetable sources means the law itself X the legislation and this is actually
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online and available to the public it's available on our website Singapore statute online but I appreciate you you
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know until and laws itself series responsive it's hard to digest some of my philosophy might lead one not to be
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used to listen to such a legislation or forwarding so we get a trip that I can
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share with you is that most law firms right look typically publish legal updates or summary of service you know
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try to summarize food or the try to explain it in a more digestible way and it's actually a good idea to actually
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subscribe to more updates and a lot of Muslims it's student Kainan Kainan course we do provide video subscriptions
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and you can tutor subscribe for free and keep updated on what's going on okay so
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on this slide I connected some of the more relevant regulations here employers in particular will want to pay more
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attention to the book change measures to prevent spread of corporate like you okay the next category government
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advisory guidelines so you can refer the various government websites to this such
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as that's not energy you know the MOH website NPI website as possible discussions MLM website okay so now we
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do want the obligations itself so I think we all know all activities at work changes appearances agenda as a dinosaur
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seven subscribe essential services and empathy to received as exemption this
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basically means that employers who don't fit into this essential services category or have not refused an ons with
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exemption we need to commit conduct all business through telecommute
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arrangements so if not then the employee activities and that during the circuit
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breaker period so I think some of you know to be concerned about you know how to tell if your essential service a lot
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because people bit of a list on your business website do some of the making one change what if I'm not sure I like
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that at City area well they actually enterprise my little poem and ask for more information so it will ensure it's
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best to just forged into that analysis portion it so employers are also
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expected to survive and this facilities require to enable them to lock perform
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unless it's not reasonably practicable so the exact center for this lot you can
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subscribe to what what should employers do I think it's probably be formalized by your exam for you and you will IV
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access to enabled us didn't work as well as many access to a laptop or computer
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especially is the significant when you're ready China
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it looks safe distancing measures so then I'm all set to take this the type
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of thing specific measures that the government expects to be implemented by Apple having 15 so you implement a 15
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marina to minimize interaction between different virtual employees staggering
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that arrival and departure center employees at least one hour between different groups you know and take steps
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to ensure our 1 meter distance between any two employees at the workplace you
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also have to require any employees to show any of the sacrifices and when I say set aside people I think you know
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coughing losing restlessness or runny nose and these people have to either inform the engineer if communication is
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also another obligation employers should communicate to all employees and other
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affected individuals or the types of measures implemented which applies
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okay so most employers are typically the occupiers of our objects who knew that
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they occupied or have control of workplace premises and as occupiers and
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players with their fallen to catch certain officials making chance but he employers as the occupier has to allow
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natural ventilation in Etowah places during working hours to the extent that it's easily practicable
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secondly the employer must ensure that a Kipnis temperature every individual enter the Rockies and check if the
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residual as any systems especially disability certainly collect the contact
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in terms of individuals and during the eruption this includes lon Anthony's and in
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particular norm of modernization is that every individual to have to be dark or
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any of the specified systems or individuals who don't actually comply the temperatures don't want to provide
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their contact details these people should not be allowed to enter the workplace
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so what do you do is there any individuals who actually have to be though or have any cause assuming of
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retinol for a runny nose or the be basically relatively rare mass and they
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have to leave the workplace immediately but sometimes you know it's not possibilities immediately for various
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reasons a group is unconscious or something like that they would then use it to make sure that that person is
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assistant flex observing was one cultural measure
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so if an employee is subject in movement control for example the under quarantine
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or the under staple notice the employer must not allow or require them to
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actually enter the workplace so employers are not the only ones with
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obligations and five as well employees and other individuals are also required
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to ensure that it's not enter the workplace if they have fever or any other specified service all right so
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love is young knowledge alone or what happens that you don't actually come privacy obligations what the worst thing
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that could happen to you so if you don't actually comply it is a breach of the workplace measures regulations you could
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actually face a fine of up to 10,000 Singapore dollars or imprisonment after six months or books okay so as I
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mentioned our also some MLM advisors and guidelines which apply that you should
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also website to look at and these guidelines will not necessarily be surviving but nonetheless they are
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highly persuasive or employers I expected to apply I specify to be centralized and even if they may not
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have the force of law it is for any time they're still consequences certainly happens that if you don't abide it and
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and one leaders we've seen - is mainly unshaded so the Ministry of Manpower at the you speak directly into Pinot's
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insight corrective and actually naming and shaming or errant employers which obviously believe with full of different
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reputation another potential consequence is the curtailing of a strategist we
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knew that the employer will be restricted in hiring foreign employees and depending on on the sector this
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could really impact the business
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okay so transitioning to from circuit breaker so as they're coming to the end
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of the circuit breaker clinical model as far as are probably wondering what they need as they vision business well
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thankfully the Ministry of Manpower has actually published a new advisory which called the requirements for these
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miniature measures at the Nazis after circuit breaker period it's available an enormous way and I tell you Church all
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of these sources and dogma so especially more employers and HR professionals
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the m1 specifically has SIF that they will to action against Aaron employers so please do familiar and have services
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in electrical so now we looking at some of the measures which employers I'd like
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to implement as a vision business firstly r6 management measures employers
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are required to implement what they've been coming space management measures the exact type of safe management
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measures may be source ie depending on the different workplace settings so for example if with the customer facing
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business operation employers and couple of should be encouraged to wear masks you know the use of self-checkout option
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tetanus killers should or should be encouraged but this really detailed monitoring tent needs to be put in place
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so that the employer is able to ensure compliance with these similar measures and protect compete if there's any
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multipliers they've employers should also a print chief medical officers who assist ADA
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compliance the PCA special measures and amongst refugees they were asleep
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records of inspections and checks you know to see how any long compliance has
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been addressed by the employer if a government inspector actually requests to keep these records these records need
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to be made readily available
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it reduce physical attraction and ensure their physical objects so wherever your
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resume business employers in mind that we're and totally take perform their work for for employers must ensure that
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a picture so just because the give results with over that the numerous business as usual it's kind of like a
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number role as we Selena just active situation so the ministry is actually encourage employers to reduce technology
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solutions to allow the business to continue while employees work for another point it emphasizes that of
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physical moving should be minimized and should be health question instead this applies opposed to external and
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informative there should also not be any activities that refiner prolong subtext
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or another close contact with me any seminars on success should be performed
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or cancel another politician besides
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that if employers have any vulnerable employees such as pregnant employees folder employees or employees underlying
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illnesses special attention should be paid to them and these employees in particular should be allowed to work or
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for if these employees won't work in a fashion that allows you what we like to consider redeploying them such that it
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can now importantly difficult temporarily
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okay so for other employees who cannot work some more employers take steps to
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ensure safe listing no such a staggering on what hours which times reporting times deposit ideal and maintain the 50
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management as well and avoid crisis appointment between the two different teams another thing is that employers
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should minimize the physical touch point where possible so for example if there's like a switch step to requite depressed
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plan to enter a specific area of the market and you're able to enable media
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automatic access we should try to do that to minimize your areas contact
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get your physical interaction is required employers should insure their
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employees 19:01 4% at all times this is critical for physical incentives help ensure that
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the number of employees is limited to the barest minimum so employers
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customer-facing operations should also try to minimize contact me over the tablet of customers and they should try to utilize queue
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management systems as recommended by at the pricing of falling or such as a mobile or soft ordering or PD options
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another obligation to support contact tracing so employer Phillips should actually do
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their practice of contracting with higher requirements and this includes you know encouraging employees develop
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this truce together actively make fun of it is launched by the government to try and speed up the process of contact
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recent events that there and from profit agencies they should also limit the
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number or the amount of projects so this only essential employees and authorized
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citizens should be allowed to enter them a place where people are laughter accessible face all entries including
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their employees should be recorded using the space entry visitor management system so infinity without ever a few
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cases of the past few weeks later sections gather information before you are not in entry and just allow the
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street okay so employers should also require a
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personal protective equipment and this basically means that employees must wear masks in the in the lockpick and
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employers what you have to do we basically have to provide a mask to the employee the initial assumption supply
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so that they can change the mask as we get for example is to the service unit in Indian and you need to actually
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change the mascot temperature that's an important to ensure that again efficient
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high employers should also encourage employees to observe good personal hygiene for example on your encourage
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your employees to wash ahead regularly
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and fire should also ensure cleanliness of the rock case so this can be done by arranging for regular minimum balance
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basis this isn't disinfection equipment in between by different employees and
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providing human and disinfectant agents in the workplace hey employers are also
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required to contact regular temperature checks so this could be pricey or very
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relevant and also declarations are required for on-site visitors before
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being allowed to enter the workplace Genesis employees and visitors must actually declare their decent working
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day travel streets and whether they have been contacted and confirmed cases or whether they proceed quarantine order I
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wish you all don't pay for OSE and the records might be kept by the employer
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for a lease to leave or injection process employers should also ensure that their
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employees adhere to Emily probating travel advisory meaning they should tell them that they should not travel abroad
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during this period where possible employers should also ensure that each employee visits only one to make such as
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well of course the employers external code control with this demonism plan
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should be that taught to try to inform and educate employees about this
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you employers are going to prepare an evacuation plan with the event and well
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off separate pieces as well as four other on-site personnel for media factor by this if there is an employee who is
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not well or s symptoms you should with talk to the employer and leave the lock to enter some doctor immediately
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employers should record it as part of their signature measures in case there's an inspection by a government inspector
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if the individuals actually incapacitated or unconscious what the employer should do is clear the area as
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those personnel and trendek and Melissa eega by calling for an emergency ambulance whether the confirm case and
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so to actually do follow-up it had a follow-up to then so this is that the
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employer will need to have a plan to cordon off the area and to carry out thorough cleaning and disinfection of
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the area itself and any other areas that were exposed to the particular construct
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case all right so that actually is the end of my particular location well kind
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of but America thank you for that Bernadette there's a lot for everyone to
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drive digest there so thank you for that we do actually have a few follow-up questions if it's okay just just off the
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back of your presentation so a couple of classifications really the first one off
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the top of that right at the start of your session you had mentioned that there's a few places that people can go
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to to get more information on on staying
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up to date on what the legal areas are I think you also mentioned newsletters and
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things that could be subscribed to could you could you list a few of those for us
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okay so I thought the main one that I think employers and heat showers or some
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of the particular would be MOH sidelines as are the MLM guidelines and advisories
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the MLM it actually is a very user friendly website forum where they actually compile all the advisories on
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chorus 19 and actually see with an unprecedented number of us being published for the past year lease
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that's a good starting point another place would be actually Enterprise Singapore website that's a useful point
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as well because that a particular website on what they tend to do is that they compile more main advisories and
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guidelines and they set up a brief summary there for business owners and employers to take notes so that's a good
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starting point as well in terms of the legal updates at law firms if you read
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append the UM for example Kyla called do I have one but I think most other Muslims as well
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we do currently have a run on corporate 19 information hub and and and employers
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can actually turn to their times might find us or if they don't have any will just for the current website and
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informational feel visible then just team your email address and then if it sticks
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great thank you next question one around definition really you mentioned in your
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presentation underlying illness condition yes we have some questions
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around what would what constitutes as underlying illness and conditions so for
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example would would diabetes count and would therefore such persons be considered and vulnerable okay so I
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think the guides itself are very general and this is intentional standpoint I
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would think it to their intention anytime I think the idea is that Ministry of Manpower wants to protect as
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many employees s you know so they don't want to actually give you a definition but I can write to say these people are
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considered more vulnerable employees and other employment not so I think we need
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to be a bit feasible about this in our assessment obviously to the extent possible if someone with maybe a mobile
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to my love if you detect a minor and the line illness if you're still able to be
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deployed and that would be for the best but if you're not you'd have no material specification in case you are sure that
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effort has been done to try to reapply this person we speak to the process keep it comfortable actually with coming to
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work and it's not in a way that cultures within people's lectureship for example if you live in a very institution where
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they're in contact with you perhaps you can trade finance different positions within the rocket itself but
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basically what similar to seek to employ a bit of their best tech or their points
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and expose them to get renovated ok so there's a little bit of a judgment call
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therefore for the employers as well correct okay then one last thing but I
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think has sort of been clarified in the chat I think it's worth to double check from a legal standpoint on the safe
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entry system that's going to be implemented the tribal declaration piece
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if the building management itself is is tracking folks as they enter will it be
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required for tenants themselves to also be tracking the same thing I think tellers should definitely be
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also try to track something and the reason for this is because the obligations are the employer
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specifically so even though you may try to rely on from preserving mention itself to try and ease your burden
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ultimately you have that and we don't want to cut lots of time so we should
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still get time possible try to carry this out on your end up specifically a plan so I think the it sounds like it's
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very much better safe than sorry so it's good to have a good auditing trail exactly exactly
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okay thank you for that okay so what I think I'll do right now is I will ask
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our two lovely gentlemen Kenneth and Alvin to join us on the panel so Alvin
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and Kenneth and what we'll do is Bernadette will ask you to stay on as
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well so that we've got a lovely three weeks going on here and we'll continue to be taking participant questions so
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don't worry we are keeping an eye on the chat box as well so Alvin antenna thank you for
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joining us today so just to kick off we've got a lot of questions so far around the legal
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elements and I'm personally curious because we've had some questions around this - how do you feel that HR and the
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leadership are performing so far in this Panda and in terms of their care of duty to
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employees so Kenneth perhaps I can ask you to comment on the leadership elements and Alvin may I ask you to
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comment on the H R paternity thank you me and I'm actually quite impressed with
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leadership in Singapore as well as around the world in how they have been
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actually exemplary in leading by example as well as really demonstrating the the
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personal care on their side I've seen very a clear example in fact some very
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touching ones that are posted about how leaders have gone out of their way
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really show care for the employees despite very challenging economic
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situation so I think this is a very good example for us as leaders as HR
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practitioners to follow and if I think this time to be selling our own
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leadership skills as well so personally I'm very impressed and I am very
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touching Thank You Kenneth Alma I think electric or similar what I
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what cannabis sleep I think the heat off with you he has really stepped up to the be there within us and caught put by
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different sites over this period of time though some organizations cut off to a
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little bit of a rocky style are in in the beginning of our Cove in 1987 it
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started to come a stream into Singapore itself you know but overall I think the acacia AG has really stepped up to the
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pier and I think the rocky start was alluded to the fact that you know when organizations plan for pcp plans and so
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forth you know Fisher has always been just a support function it never been to
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Egypt partner independence based but I think over this covenant India is gone
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on many organizations that hey look you know when we come to talk about BCP plans and so forth I think teacher needs
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to be at the table 24/7 to really help look at it from a strategic perspective you know and not just be a
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order-taker or a timekeeper for that matter right so I think kudos to all HR
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professionals out there I think we have really step up to the plate Thank You
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Alvin so I do agree that I think we're doing well but there are still a few
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areas I think for improvement as always two areas that seems to consistently be coming up with with our listeners is
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around employee engagement measures and employee motivation measures so just I
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know this is a steering a little bit away from the employment law conversation but I think it's also important for us to keep up to date on
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this because it also hinders on effective communications of of all the legal measures that Bernadette mentioned
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earlier so it is very quickly Kenneth from your perspective what are a few so key top pointers that you can give to
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our listeners to make sure that they're engaging motivating and effectively communicating well particularly on the
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BCP measures in any sort of initiatives as they're rejoining the workplace in future around the transitions yeah me I
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think communication is really key during this period as you know we are all
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socially isolated in our homes even away from our friends so so the the social
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isolation is creating quite a bit of challenge for all employees including the managers themself so over this
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period I will say that communication has to be done is a ovale overly sentient as
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to want to communicate when to communicate and even how to communicate
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is really important so from one way as CIPD has been recommending to our
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members and our clients is really the information to communicate is really
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important to keep it at a physical level to show them the context the situation
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and the smells the progress yes so that employees are kept dressed in a very
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transparent sense and the frequency during this period really should be done in a much higher
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frequency than normal in fact some call this a house yeah you're going to have a
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regular pulse in communicating with our employees who are distributed as a whole
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so some advocates they daily huddle weekly meetings so the frequency is as
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important as the message but to me I would recommend that the style of
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communication is actually most important during this period you know we recommend
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not really using a very formal approach because we are all facing unknown
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anxiety so the style of communication is really important to demonstrate trust of
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fantasy tee and so a conversational style like what we are doing now is
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absolutely critical in fact I've learned to use a storytelling style a
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storytelling style communicating with your employees create a lot of human
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interaction it brings in human touch to this very uncertain time so if you ask
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me communicating is not as simple as before you really need to look at what
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how and when you communicate
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lovely thank you for that I think I would agree the storytelling method seems to be better and particular during this time when when some of the elements
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that we're looking to communicate especially around the legal pieces that Bernadette has mentioned they can be
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quite sensitive so I think it allows hit hard to have a more empathetic stance on this Alvin so a question for you and
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still going along the lines of performance management here we we do
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have a lot of organizations out there that are revenue and sales driven and
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they will have question for kpi's in terms of what's currently been set so
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what's what's a pragmatic Styles here where you've got targets that need to be
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met but employees are struggling to meet these kpi's due to current conditions
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what's what's the best way to go about this to manage that performance issue right um
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not an easy question to go to to keep providing answer but I think first and foremost you know I think curry 19 is
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what we term as a Black Swan event alright and I strongly believe in that
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whatever we had set budgets in 2019 itself for to be right in 2020 I think
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employers we really need to have a good reaching and reflect upon these
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indicators you know especially the hot numbers that we want to measure and
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paying close attention instead to to look at and balancing out perhaps maybe you know measuring our physical health
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of my employees versus economic health of my company you know live versus likelihood position itself you know
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rather than measuring the the suck the sorry the form of it which is the numbers perhaps employers should measure
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the substance of it meaning that you know such as an employer itself we don't know I could actually think measure like
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instead you know things like effort things like initiatives a number of
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initiatives conducted and during this period to still drive goal the goal itself
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potential of my employees to take on leadership roles qualities itself you know rather than
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just focusing on the end output which is the form of it which is the numbers and I think at this point of juncture is it
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it's pretty high all right to still try to want to force an issue on our employees to still run for the numbers
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at this point of time right and I think it you know day you as employer self perhaps also the key question is that
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what would my employees think of me if I was to still continue to drive hot on
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this hot numbers itself right so I think value base our competencies that effort
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in shitty potentials I think these are things that employers should actually look that instead of just on the numbers
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itself okay thank you for that I'm asking you the tough questions because I
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know you have a banking background here so I'm going to semester with this for it for a moment if you if you don't mind
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okay one other question that we have had that sort of goes along this ilk is
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folks are trying to balance you know the financial pressures and the costs that
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kovat has presented with trying to make sure that they treat the staff fairly
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and they're rewarding the staff truing tough times what's your advice here in
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terms of how best to balance this because this is this is a tricky one yeah you know I've worked in in various
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financial institutions in the past your end
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I think at the end of the senior leadership teams or organizations we
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really need to take a hard look at ourselves in terms of what are we trying to do by facing all these cost pressures
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and yet on the other hand trying to save God jobs and our employees itself so
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don't you give you an example what has what we have done previously or rather a team of us have done allowing you and
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their banks together itself you know we took a hard look at our budget and we really Scott it down and we actually
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stripped off all unnecessary spend including our as you go up into the CMS
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when the bank's we get perks like transportation looks like subscriptions
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to clubs and so forth and so forth you know and also we have all these auxiliary services that we have
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outsourced I think we actually took a very hard way ask ourselves do we still need orders how much money can we save
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by scrubbing up all this itself and management actually took a fun position
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to strip this all out and at the end of the day we managed to save not just a
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couple of thousand dollars you mention save close to at least 10 million over
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dollars over the entire group and that was how much money we actually measures save and in return we actually use this
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money to save jobs instead you know I think and you know there is all about that's what Kenner was saying about
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leadership itself it's all about the leadership mindset you really want to take a hot look at ourselves and really
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go through line by line on the budget line and to scrap out orders you know on
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top of you know having management take a rich cuts that's what you're seeing a lot of all of your organization's are
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doing but I think we can do more on that front itself all right and you and to really strip out all this hooks itself
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you know while doing this blow time so as the ease of only financial costs and
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to support our stuff right and I think it goes a long way with our employees if
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they know that the management has actually taken steps to do all this itself thank you for that okay I'm gonna I'm
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going to continue with the top questions for a moment because these these are things that are important to to cureless
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in it so Kenneth I'm going to bring you back here for a moment so on on the lines of performance
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punishment and this is still something that is is bothering the listeners so if
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we just use sales again as an example so is this you know they've got KPIs are
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set and they have to meet these their performance measures and their KPIs in
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order to hit target so a lot of organizations right now also struggling with keeping the business afloat and
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whether or not they need to go down the line sauce you know tranch wouldn't be Dungeon Siege etc so two questions are
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only one is what's the best way to approach this is if if they're not
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meeting KPIs I mean if does it warrant enough that this is a tough enough circumstance that we should be relooking
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at what kpi's have set precoded and considering this is now the situation that we're in during covert is affair to
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keep people to the same KPI measures that was you know previously set top one and Part two um what are your thoughts
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you know on what organizations can do other than going down that redundancy track web stuffing to hear the wintry
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doesn't sleep you are I will have to ask the tough questions here know firstly I must say you know Elvin gives a perfect
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example of storytelling communication and I you know I instantly felt the
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closeness to Elvin as he communicated so you know storytelling works here for the
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folks on this coin is panel tried it so first on the question of performance
36:14
management I was living this for my physicians motivations that employees is
36:20
it goes hand in hand with the business management an employee who is not motivated because they feel that the
36:28
targets are not achievable you know is is not going to create benefits for both
36:35
the company and their Floyd yes at the same time there are during situations
36:41
like convent where some employees are not able to perform the staff and have
36:47
too much time on their hands so we create a situation where they are overworked overstressed employees and
36:55
there are under work but equally stress employees so how I would put how I would
37:02
manage the forms management goal-setting during this spacious to approach one is
37:08
I will set in fact reset short-term objectives because some objectives
37:16
changes as a situation externally changed right so as agile leaders I want
37:23
to encourage all of us to practice the ability to adjust shots and kpi's like
37:30
our company everybody is o'clock down now so there's no opportunity to say conduct
37:37
face-to-face training so what do we do we have no choice but to be creative
37:44
coming on with virtual learning structure and what we do is in the short
37:50
term we create new objectives for teams to get them to develop new learning
37:58
programs virtually over a very short period of time and guess what they
38:04
manage to do that they are able to then govern eyes their motivation up against
38:10
actually a six level that we never saw before so it great to benefit equates
38:16
benefit to the employee themselves the motivation confidence level goes up the
38:22
company's business actually will have a positive outcome as well now there's
38:28
only one part of the equation the other part I will recommend as we do performance management during the
38:33
spacious it quit our staff as we challenge them with new objective new
38:38
goals we need to be mindful that they may not have all the necessary skills so
38:44
if we manage performance in the form of upscaling them changing of objectives we
38:51
will be able to shift them back in what we call positive psychology into the flow state when employee and the
38:59
organization operate this where you will see positive come old employee and the organization
39:05
so I thought the answer is the first part of your question so you're very tough you give me two plus the second
39:13
one is tougher as it's all about redundancy you know to an employee that
39:19
is being made redundant is definitely one too many yeah so I would really like
39:24
to address it more s how do we really look at avoiding unnecessary redundancy
39:31
because as leaders as I've been
39:36
mentioned as well we cannot be looking only at pleasing our shareholders one
39:42
muscle organizations leaders are looking at taking care of stakeholders the
39:49
stakeholders includes employees your suppliers your business partners your customers as well like
39:56
during this pitch if you are landlord you don't take care of your tenants is going to affect both your short term and
40:03
long term business so I want I would say before you even consider an option that
40:10
redundancy you may want to think of a few approaches and these other practices
40:16
that I have used experience in my career and let me share with everybody that
40:22
this will not be the final crisis that you will see in your career and I see
40:28
the Asian financial crisis global financial crisis ah each time the word redundancy come about
40:36
and we have to my experience found that there are three approaches or three
40:42
considerations that could we at leader could consider before we even talk about that I call this the redistribution of
40:51
pain redeployment of staff and the reinvention of your services first there
41:00
will be pain question is how can we reduce the pain so that no single group
41:07
no particular person is being targeted can we spread distribute the pain in
41:14
fact make take leadership has a bigger pain yeah
41:21
so by redistributing it allows greater continuity that will allow short-term
41:27
pain to be able to manage over a longer time and of course that could be come in
41:33
a form of pay freeze unpaid leave and the holes of instrument that we have HR
41:39
practitioner can use and secondly is of course the redeployment of people I
41:44
mentioned and I know most company has the situation where there are people who
41:50
are stretched and then there are those that have spare capacity
41:55
I know companies where we deploy HR practitioners to the frontline Singapore
42:02
Airlines for example deploy their flight attendants to the health care industry all these are great examples to avoid
42:12
unnecessary retrenchment just by simply redeploying our stuff and of course the last one is reinventing of what we can
42:19
do our business model or services which you have sealed hopes of examples out there there every industry is
42:26
reinventing themselves and guess what you may not need to come to the dreadful
42:31
question of redundancy which may not be necessary so if you practice this
42:37
approach let me assure you that you can carry on to future crisis as well yeah
42:42
which is my personal experience going through few crisis in my career what do you mean very nice thank you I
42:51
like that so really it's very much about short-term pain for long-term gain so
42:56
folks three things to remember redistribute redeploy and reinvent so just a quick summary there a lot of good
43:03
points so many debt I'm very worried that we're that you're feeling and loved
43:08
right now so when we come to you for a moment so still other line of redundancy here one of the questions that we've had a
43:15
few times come up around redundancy are there any differences in terms of how you would administer should we have to
43:22
in terms of redundancy between a local versus an expat employee
43:29
so for this questionnaire there are two main parts of first-year principal aspect but you don't expect no there's
43:35
not much difference between the tool also making the entire sphere of two things but CBS mm contrasty or what
43:42
especially processes about fidelity or combination are then applicable contractual which as with benefits s it
43:49
is built into the contract that's not so commonly feasible and flamenco tracks there may be such a package involved as
43:57
I've been tight with these traffic height guidelines on modular attachment so these generally also apply to foreign
44:04
employees as well so to the extent possible employers should definitely take your guidelines and try to
44:10
implement the measures there let's face it there including refreshment benefit
44:16
which is roughly about two weeks to one month on your service depending on the
44:21
sector and my anticipation traffic happen of course you know during this period everybody is in financial effects
44:28
or perhaps accommodation food in a ministry will take into account if there is actually a formal complaint from
44:34
their attention towards you regarding that retention package mixed it's more of a practical issue here and for
44:41
employee foreign employment of a beginner that's where we see the difference between the process so for employees they can
44:47
prepare for that typically on an employment pass or some other work passed and then there's some logistical
44:53
issues in their attrition of these four employees for example the plan issues text clearance issues and this is more
45:01
of a timing thing because while you actually lead to clear access for native
45:06
country just to think of that as you have summary judgment exercises list would be more post-attachment
45:15
basically the cancellation of the employees work path okay so note the process and note the
45:22
timings and things that's right wonderful so I'm going to stick with you
45:28
for just a moment because we had a few more questions come in regarding the new FM o roll okay okay right so um couple
45:38
of questions here one is how frequent do you expect this ethanol role
45:45
to be doing orders in the organization well to be honest we haven't actually
45:50
said much about this I suspect that possibly be MLM or copy published some
45:56
epic use and coming weeks every as factors further into it I think right now what employers came to take a middle
46:04
ground is to just only have a plan in place and a specific timeline or time
46:09
frame maybe weekly study and guess in order to conduct attacks in order to an
46:15
organization perhaps there could be a system where employees actually making
46:21
your desires ESN or anything non-compliant and that could actually take some way to be able to order but I
46:27
think right now it's probably not going to be two orders because we don't have much time clock wise and one expects so
46:34
I get it embarrass minimal employer should ensure that they have something in case even at the inspector to show
46:40
many of these we've done our part we try to to commit to this if then they were able to and then we understand how to
46:46
but I think that's basically what the matriarchy and an absolutely critical suggested local if any further guidance
46:53
text attached okay it's still annoying you role so we do probably expect that
46:58
there will be some new guidelines around this so with that in mind this is going to be proven new role of Alban yes how
47:06
would you recommend that organizations appoint as their new officer for this
47:12
SML role I think well for the appointment I kick you know someone that
47:19
oily in the Shi salvia especially appointed one of each state department hips to achieve look into orders itself
47:26
someone that is able to understand the business number two is someone that has got the authority to actually look
47:33
across various departments you know especially from the operations perspective I think you know our this is
47:39
the two countries that we actually have used to identify who to HDPE our safety
47:45
officer here itself all right okay so so
47:50
under fifty officer role there's over a two part question here so I'm going to need everything
47:55
Bernadette and Albin to work together here so there's a good time so what happens okay if this new SML officer
48:03
comes across an employee is that it's just not it's just not doing what
48:08
they're supposed to do and they keep breaking the rules here so what is part one an adaptive legal piece here and
48:15
part two hours in from a hotel perspective what should we be doing is
48:20
in the situation if this employee continues to break the rules so for the men we found have a possible suspect
48:26
from a legal perspective employees generally whoever QT to comply of any
48:31
sort of their actual sales lawyer so if the employee actually repeatedly or regionally or going against T V for
48:38
directions of the employer this could be an issue of misconduct that and things
48:44
look for that self media bit strong but employers what they can do is they can just you know document all these
48:49
instances obvious little bit instance if you think that you know if it doesn't get better than whatever record show
48:56
that the employers are conceding in in important to the directions of the employers and take it further that's
49:02
disgusting we will visit employee can still continuously party organization okay so for the legal perspective we
49:09
document so that we were protected so from so once that's been exhausted and
49:15
there's nothing else that we can do with documented out of arias Alvin what can he charge it I think I did so
49:21
better that's it I if there's a recent behavior to keep flopping II the
49:28
guidelines in the rules all right and the same fishman of the current uh simply infectious disease at I think
49:36
formal Eagles are something from even for HR perspective so I think you have to actually then issue and warning and
49:42
if if if the employee continues to behave in such baser manner then I think Quechua has got all the
49:50
right to then are permitted or the employer self but before going to the termination I think for occasional
49:56
perspective there are busy about several ways you know that that we can try to instill are the proper behavior number
50:03
one of courses to develop the policies around it so as the guide and communicate
50:09
to our employees monitor monitor for compliance to ensure are motivated to
50:15
instill the required behaviors that are needed right I need us to encourage our
50:21
and to ensure as what can I say earlier on about the the communication about get
50:27
to our heart voice itself and partner alright as a business partner to keep watch and make sure that everyone is
50:34
aligned to the room they do not itself all right I think we with the policies
50:40
with the monitoring with motivation I think people definitely execute are the
50:45
necessary pipeline to stop so another nice three-part there so what to do is
50:51
the breeches keep happening from your employees as HR and as employers what can you do one make sure your policies
50:57
are up to date and keep guiding with people to make sure you monitor and you motivate the right behaviors and really
51:04
make sure you partner and be vigilant within the organization this will help us to to curb that okay so we're coming
51:11
into the last ten minutes so we've been addressing a lot of current issues that have been happening in the organizations around law
51:17
component so we're I would like to move to next is imagine we are now in that
51:23
state where we are returning this is going to happen hopefully for most of us in the next couple of weeks
51:29
the ball goes well and the numbers have been looking good so we are really hoping we're on that right trajectory
51:34
Kenneth in your view what do you think are the critical measures for HR to note
51:42
as they assess the organization's appropriateness to return back to work I
51:51
think the first of all safety will be most important so we need to make sure
51:57
that the employees safety and well-being shouldn't be taken care of what we have
52:05
a CIT D we actually have a three-step test and we publish it as a guide for
52:14
organizations to assess you know as employees around the world actually are
52:20
getting prepared the world I call this the is it essential if it's safe enough and is
52:31
there a mutual agreement so first of all is it essential I think it's better to
52:36
say and the government guideline you know the plan is not where everybody go
52:43
back to pre Corbitt days so as employees continue to work from home it could be
52:49
an ongoing business practice so is it essential is the first question you want
52:55
to ask yourself and is it safe enough and better they mention there as well
53:00
all the safety measures that the government guidelines could in place organization has also done that is that
53:07
we encourage organizations to have a assessment an assessment of your own
53:13
safety center even before thinking about it and at the last step the last test
53:19
our record is really important as well is there a mutual agreement now because
53:24
this encompass safety personal health issue a good management practice is
53:33
really to have neutral discussion and understanding for example public
53:39
transport is the employee comfortable going back to work on public transport
53:45
systems so these are examples of conversations that need to happen even after your assessment is done so I call
53:52
it B is it sufficient is it essential is it sufficiently save and then is there mutually agree that's lovely lovely
53:59
three points then thank you for summarizing so just very quick one because we had a question of the button
54:05
where you sit about commuting I mean a lot of people are very anxious right now you know the couple of weeks and when
54:11
they do need to return to work so if the employees do feel anxious about that returning what can an employer do yeah
54:20
I'm not sure about a company but for us we certainly want to make sure that the
54:25
two extremes or employees are taken care of there are those who are dying to go
54:32
back to work so the safe neck Nick there so stuck at home and then there are
54:37
those who are so unwilling to go back to work so we have to take this to equation
54:42
and figure out how we can best manage it as an employee as well as the organization so dialogue is important
54:50
and there are many options around this staggering hours having very flexible
54:57
travel arrangements on this now part of the conversation we need to have and so
55:03
so again the three tasks has been proven - what if you just consider from both
55:08
the organization's view and then ploys you thinking okay so Alvin we've had a
55:21
lot of conversations and others right the top end in a birthday even mention about this new law and I know that you
55:27
know as organizations are settling back in a lot of folks feel that a lot of
55:32
good practices have come out a lot of good innovations have come out over the last couple of months because of circuit
55:40
breaker so what do you feel that HR and leaders can do to make sure that we go
55:48
go back to the norm freak ovid and that we can continue to shift mindsets and
55:55
continue to create innovation and productivity to new practices a new way to work how do we make sure people don't
56:01
settle back into an old line I think we are into 140 142 days of the circuit
56:09
breaker and I think you know most of us if not all of us have somewhat gotten
56:15
used to be all working and can't even you we are working is basically remotes eloquently using various technology
56:23
itself be it zoomed teams webinars so our WebEx has sort of all for
56:29
communication purposes but in future my cell phone so I think the key question here is also to ask ourselves is it
56:36
working alright what is working well and what's not working well and what can we
56:42
improve upon based on this current set that's what Anna was a living - I don't
56:47
think Covina idea is going to we'll really instead right not just because the weather's will turn warm
56:53
they lit it with this here I quote unquote car but the key thing is that you know organizations need to weigh in
57:00
on this spring Potter key issue physical health of our employees versus economic
57:07
health of our organizations I think this is a very this is a balance that employers will be will need to enter
57:15
that that tension to balance it out right I think a few key points on how
57:20
how not to go back to the always are working on one definitely your mindset changes read it to all right
57:27
one of the workflow management can we improve appoints one of the workflows can be control measure and what aspect
57:36
of it can we actually use technology to digitalize what emitted more effective
57:41
and efficient itself I think these are the four key areas that organizations
57:46
should be looking at and for each other all right to actually look at better a new will ways of working especially for
57:53
our designing of rules that are defeating or the workforce of the future
57:59
its own okay so it sounds like this is a good opportunity for us to make sure
58:05
that if we don't settle back into status quo this is good opportunity for us to make sure that we can do things in a
58:12
different way okay so just one last question here to wrap up the segment
58:17
Bernadette a couple of weeks time when we will be going back what do you feel
58:22
is you know definitely the first thing or first couple of things that employees need to be doing as they re settling
58:29
back from a legal perspective what what dies I must say make sure that they remember to do I think one thing that
58:35
was thinking about that is community that is quite useful is to relook at your employment policies and you are
58:41
good lives so I give this to you exposure a lot areas I need employment
58:46
has not addressed in their kind of assertion or what - welcome home arrangement or exactly what kind of conduct they expected you know a new
58:54
process s you know the plotting streams from a Washington situation I think employers should actually get the time
59:00
to address this and make sure that any differences even a crowd productivity app developer and address or committed it to the
59:06
employees you know well as you go back to our selected technical feature where
59:14
device thank you alright we're coming into the last minute so what I'm going to do is come to each of you to ask for one final
59:21
thought so until your final thought I'd like you to give our listeners today
59:26
what is that one takeaway you would like each listener to make sure that they leave with this morning because we've
59:33
covered a lot of ground so I'm going to come to you first Kenneth then I will go to Alvin and then I will leave with the
59:40
lovely Bernadette okay so Kenneth well it may sound like a cliché but I'm going to say don't waste a good
59:48
crisis yeah take this opportunity to build your character your skills and two
59:55
particular skills I'd like you to consider a resilience and agility this
1:00:01
will carry you through multiple crises that we may all face in our career
1:00:07
lovely so be resilient and be agile obviously very future proofing skillset mmm
1:00:12
calleman well I think for me we live in
1:00:17
a world that is not great you see 2020 is not only a new year for us it is also a new decade that's going
1:00:24
to be based on you raise overkill right are the profiles our workforce is also changing with the digital nomads come
1:00:30
into the workplace and the baby boomers whether I elect like they or not I'm going to edit some kind of expected as
1:00:38
such we need to lead with a very transformative lens so see what here is transformative lens a lens that that's
1:00:45
not you can you account any secret cows right it doesn't work processes and what procedures itself I think transformation
1:00:52
it's a beautiful property this unit lovely thank you for that great
1:00:58
opportunities and Bernadette from a legal perspective perhaps what Washington is that one final take
1:01:04
awareness as you've pertinent for everybody may be a more of a practical tip from my end I think I very
1:01:10
significant replications I like to emphasize it no we've seen an unprecedented bottom line defects he was all over the past
1:01:17
few weeks itself so I think it's very important for each other special event employers to actually see update it and
1:01:23
make sure that they're aware of value our teachers are that it is called holistic you can stay up to date
1:01:29
wonderful okay so dear listeners we're coming to the end of our hour we do hope
1:01:35
that we can do more of these for you because it seems the feedback has been fantastic so do you keep encouraging us with that
1:01:40
lovely feedback coming from the chat box and we will make sure that we serve you more so just around up I'm going to ask
1:01:46
my colleague to share some very useful links with you to help you stay up to date and there they are
1:01:52
and activism is just popped up on the chat box thank you jury and my second presence to all of you before I leave we
1:01:59
will be sharing Bernadette's slide with you because I know a lot of been you're asking for that so I'm very happy to be
1:02:05
able to deliver that so I would like to extend my thank you to all of you for joining us and to Bernadette for your
1:02:11
lovely presentations very forward it went down like a storm and to Kenneth and Alvin we extremely insightful
1:02:17
practical and pragmatic tips today so have a good rest of the day everyone um
1:02:23
thank you once again for joining us thank you thank you
1:02:35
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