Novartis Singapore’s Post

Retention: how can we keep our talent on board?   Frustration appears, a bad feeling because you have invested so much in her development and training. Out of the blue she resigned yesterday..   What do you do to avoid your best young or senior talents to leave? Retention is a word that often is spoken in Management team meetings. Not incidentally brought up by HR.   As recruiters we are sometime confronted with candidates that are locked in ‘a golden cage’. A high basic salary and over-the-top secondary conditions like 35+ holidays and stock options.   It creates an additional hurdle for them to leave their organization, but is this the best way? What if the main reason for them to stay is the package? Is that ok? Or might other aspects of their job be more relevant? Why do your employees work for your organization?   I do not want to start a discussion here.   On Tuesday morning, March 19, we will facilitate a meeting specific on this topic via our new platform Human Ingredients.   Participation is free and only accessible for HR/TA Professionals who currently work inside Life Science.   We are proud to share that we are hosted by Kite in Hoofddorp. https://lnkd.in/edpQWv4g #pharmaceuticals #talentacquisition #retentionstrategy

Menopause?! In light of recent discussions sparked by a TV2 article highlighting the disparities between how menopause is addressed in workplaces in the UK versus Denmark, it's clear that there's a pressing need to address this vital stage of life within our organizational cultures. The article sheds light on the proactive measures some UK companies took to support women experiencing menopause, such as offering flexible work arrangements, special leave on particularly challenging days, and awareness training for leaders and colleagues. However, it also underscores the lack of similar initiatives in Denmark, where many women continue to struggle with symptoms that impact their daily work lives. This brings us to an essential conversation we're hosting at NOCA on May 8th, 2024, titled "Menopause-Aware Workplaces with CIPD & The LEGO Group." This event aims to tackle the silence and stigma surrounding menopause in the workplace and explore practical strategies for creating supportive and inclusive environments for all employees. We're thrilled to welcome esteemed speakers from the LEGO Group and CIPD, who will share valuable insights and practical approaches to fostering menopause-aware cultures within organizations. They will discuss the importance of organizational awareness in boosting employee satisfaction, retention, and overall well-being. Meet our distinguished speakers: 🔹 Camilla Winther, Leader of D&I Learning at The LEGO Group 🔹 Claire McCartney, Senior Policy Adviser, Resourcing and Inclusion, CIPD 🔹 rachel suff, Senior Employee Relations Adviser, CIPD Camilla Winther's passion for diversity and inclusion, coupled with her innovative approach to learning and development, has contributed to an empowering and inclusive culture at The LEGO Group. Claire McCartney and Rachel Suff from CIPD bring extensive expertise in policy and research related to workplace inclusivity and employee wellbeing. This event is an opportunity for #HR and #people professionals to deepen their understanding of menopause in the workplace and be at the forefront of creating more empathetic and inclusive environments. Let's start meaningful conversations and drive positive change in our workplaces. Join us on May 8th for an engaging and enlightening discussion! Explore the TV2 article: https://lnkd.in/dpzZdZz5

[Hansae News] Hansae, with a Temporary-to-full-time Conversion Rate of over 96%, Leads the Way in Creating a Great Corporate Culture It was confirmed that the temporary-to-full-time conversion rate of new employees at global apparel manufacturer Hansae Co. Ltd. was 96%. According to Hansae, 1,048 out of 1,094 non-regular employees have been converted to regular workers since 2009. While most companies are reducing hiring due to the aftermath of the COVID-19 pandemic, Hansae recorded a high temporary-to-full-time conversion rate of about 97% in the first half of this year. The company explained that it has been able to continue hiring by using its proprietary 3D design technology to increase work efficiency in the non-face-to-face era and swiftly responding to the endemic era through business diversification and investment expansion. Hansae provides introductory training focused on basic job knowledge and mindset to hired interns and operates onboarding programs such as surveys and one-on-one interviews to determine their adaptability to the workplace. To strengthen their global capabilities, the company provides training not only in English but also in the languages of the countries where the production companies are located, such as Vietnamese, Spanish, and Indonesian. New employees who have transitioned from interns to full-time employees are provided with training opportunities in Vietnam every year to help them gain a global business perspective by seeing the entire production process firsthand and broadening their understanding of local culture. The training program, which had been continued since the start of open recruitment but was suspended for the past two years due to the COVID-19 pandemic, is being reviewed for resumption in the second half of this year. Hansae, which takes the lead in creating a good corporate culture to work for, has a variety of welfare systems for existing employees as well as new employees. It also operates a variety of educational benefits to strengthen employee capabilities, such as lectures by leading lecturers and overseas training for excellent employees, and childcare welfare systems, such as operating a daycare center at the workplace. Thanks to creating an environment where parents can work without worrying about childcare and establishing a system that recognizes the period of parental leave as career experience, Hansae's reinstatement rate after parental leave has reached 74% over the past five years. #CorporateCulture #Employeefriendly #Training #Hansae #한세실업

Diving right in: are we sidelining talent? 💡🚀 I've seen firsthand how easily businesses can underestimate the sheer tenacity and skill of "working mums". With traditional structures and, yes, outdated mindsets, we might be stifling the very people destined to drive our companies forward. Fact: Diverse teams win. Businesses with varied voices innovate faster and perform better. So why are working mums still hitting barriers? Here's my take. 👇 🔹 Flexibility isn't a 'perk', it's essential. Fixed 9-5 routines are relics. Let's harness tech and trust, crafting roles that fit life, not the other way around. 🔹 Career gaps aren't a sign of lost skill. They're periods of intense skill-building—think time management and crisis resolution! 🔹 Support doesn't end at maternity leave!! It means progression opportunities, mentoring, and real childcare solutions. It means understanding and support which only inspires loyalty and hard work. The result of overlooking these? A silent exodus of skill and potential that businesses today cannot afford. We must shift from viewing working mums as employees who need concessions to individuals who bring unparalleled value to your business. It's not charity; it's smart business. 📈 As we celebrate recent strides towards equality, let's remember—the work isn't done. Because in the end, empowering working mums isn't just about fairness; it's about fueling our collective future. 🌟 #DiversityInBusiness #WorkingMums #Innovation

🆕 Will psychological support offered by an employer become a standard in Poland❓ ✅ There are many indications that it is possible! ➡️ 13% of Polish employees admit that this type of funding is available at their workplace - according to the study "New trends in recruitment - new expectations" conducted by Pracuj.pl. 🍀🇵🇱 More and more Polish women and men struggle with mental difficulties, including stress, anxiety disorders, and depression. It turns out that in companies in Poland, free help from a psychologist or therapist offered by the employer is becoming an increasingly common phenomenon. ➡️➡️ Experts predict that this type of benefit will slowly become the norm. Already 17% of Poles taking part in the survey have heard about psychological support offered by their employer. 🔜 What else can await us shortly❓ ⬇️ Here are the benefits that already exist in Poles' workplaces: 🟢28% – flexible working time 🟢22% – seven-hour working day while maintaining full remuneration 🟢 20% – possibility of bringing their child to work 🟢 17% – interest groups supported by the employer 🟢 11% – ability to come to work with your own pet 🟢 9% – menstrual leave, i.e. paid days off during menstruation ▶️ The survey results suggest that Poles are eager for new, diverse benefits and expect employers to be more and more open. 🇵🇱 Especially for younger generations of Poles - who change jobs more often than older ones - benefits are crucial when making decisions related to their career. ✳️ When employing employees from Poland, it is worth being aware of their changing needs, expectations, and requirements towards the employer, and strategically considering them in your employer branding activities. More and more companies on the market attract new talents using unusual benefits. 🔎 If you want to stay up to date with the latest research on the Polish labour market, be sure to follow us. And for support in the field of employer branding – contact our specialists❗ --- 🌍Since 2006, we have been active in PR for global brands in Poland. --- Any needs or challenges with your PR in Poland ❓ ❓ Any needs or challenges with your PR in Poland? • 📩 DM and we will reply within 48hrs. • 📞 Call us on 0048 788 252 651 • 📧 Or email us on matylda@all4comms.com #PolishPRAgency #PRinPoland #Employerbranding

🆕 Will psychological support offered by an employer become a standard in Poland❓ ✅ There are many indications that it is possible! ➡️ 13% of Polish employees admit that this type of funding is available at their workplace - according to the study "New trends in recruitment - new expectations" conducted by Pracuj.pl. 🍀🇵🇱 More and more Polish women and men struggle with mental difficulties, including stress, anxiety disorders, and depression. It turns out that in companies in Poland, free help from a psychologist or therapist offered by the employer is becoming an increasingly common phenomenon. ➡️➡️ Experts predict that this type of benefit will slowly become the norm. Already 17% of Poles taking part in the survey have heard about psychological support offered by their employer. 🔜 What else can await us shortly❓ ⬇️ Here are the benefits that already exist in Poles' workplaces: 🟢28% – flexible working time 🟢22% – seven-hour working day while maintaining full remuneration 🟢 20% – possibility of bringing their child to work 🟢 17% – interest groups supported by the employer 🟢 11% – ability to come to work with your own pet 🟢 9% – menstrual leave, i.e. paid days off during menstruation ▶️ The survey results suggest that Poles are eager for new, diverse benefits and expect employers to be more and more open. 🇵🇱 Especially for younger generations of Poles - who change jobs more often than older ones - benefits are crucial when making decisions related to their career. ✳️ When employing employees from Poland, it is worth being aware of their changing needs, expectations, and requirements towards the employer, and strategically considering them in your employer branding activities. More and more companies on the market attract new talents using unusual benefits. 🔎 If you want to stay up to date with the latest research on the Polish labour market, be sure to follow us. And for support in the field of employer branding – contact our specialists❗ --- 🌍Since 2006, we have been active in PR for global brands in Poland. --- Any needs or challenges with your PR in Poland ❓ ❓ Any needs or challenges with your PR in Poland? • 📩 DM and we will reply within 48hrs. • 📞 Call us on 0048 788 252 651 • 📧 Or email us on matylda@all4comms.com #PolishPRAgency #PRinPoland #Employerbranding

🆕 Will psychological support offered by an employer become a standard in Poland❓ ✅ There are many indications that it is possible! ➡️ 13% of Polish employees admit that this type of funding is available at their workplace - according to the study "New trends in recruitment - new expectations" conducted by Pracuj.pl. 🍀🇵🇱 More and more Polish women and men struggle with mental difficulties, including stress, anxiety disorders, and depression. It turns out that in companies in Poland, free help from a psychologist or therapist offered by the employer is becoming an increasingly common phenomenon. ➡️➡️ Experts predict that this type of benefit will slowly become the norm. Already 17% of Poles taking part in the survey have heard about psychological support offered by their employer. 🔜 What else can await us shortly❓ ⬇️ Here are the benefits that already exist in Poles' workplaces: 🟢28% – flexible working time 🟢22% – seven-hour working day while maintaining full remuneration 🟢 20% – possibility of bringing their child to work 🟢 17% – interest groups supported by the employer 🟢 11% – ability to come to work with your own pet 🟢 9% – menstrual leave, i.e. paid days off during menstruation ▶️ The survey results suggest that Poles are eager for new, diverse benefits and expect employers to be more and more open. 🇵🇱 Especially for younger generations of Poles - who change jobs more often than older ones - benefits are crucial when making decisions related to their career. ✳️ When employing employees from Poland, it is worth being aware of their changing needs, expectations, and requirements towards the employer, and strategically considering them in your employer branding activities. More and more companies on the market attract new talents using unusual benefits. 🔎 If you want to stay up to date with the latest research on the Polish labour market, be sure to follow us. And for support in the field of employer branding – contact our specialists❗ --- 🌍Since 2006, we have been active in PR for global brands in Poland. --- Any needs or challenges with your PR in Poland ❓ ❓ Any needs or challenges with your PR in Poland? • 📩 DM and we will reply within 48hrs. • 📞 Call us on 0048 788 252 651 • 📧 Or email us on matylda@all4comms.com #PolishPRAgency #PRinPoland #Employerbranding

The government's decision to increase parental leave, while supportive of family life, presents significant operational challenges for businesses. The extension of paid parental leave from 20 to 30 weeks by 2026 means companies will need to manage the increased absence of employees.   According to some companies, the initiative is particularly difficult for sectors requiring specialised skills, where finding temporary replacements is challenging. SMEs may feel the impact most acutely due to their lean setups and tight manpower situations.   IndSights also found in recent polls that the top three sectors expressing concerns over manpower issues are healthcare, food services, and precision engineering. Additionally, majority of businesses reported facing challenges with employee retention and hiring.   Despite these measures rolling out in phases, companies may face still additional costs related to workload distribution, temporary staffing, and the reintegration of employees after extended leave periods. Therefore, effective communication between employers and employees will be crucial in mitigating these challenges.   🔊 To help us better understand your business needs, we are conducting a survey to gather your insights on key business-related topics in Singapore, including those mentioned during National Day Rally. Participate at: https://lnkd.in/gj-Fe5Zu   Read more about the challenges more parental leaves might bring for firms in Singapore here: https://lnkd.in/gRheV5KF   #Singapore #business #manpower #hiring #retention #NationalDayRally2024

🆕 Will psychological support offered by an employer become a standard in Poland❓ ✅ There are many indications that it is possible! ➡️ 13% of Polish employees admit that this type of funding is available at their workplace - according to the study "New trends in recruitment - new expectations" conducted by Pracuj.pl. 🍀🇵🇱 More and more Polish women and men struggle with mental difficulties, including stress, anxiety disorders, and depression. It turns out that in companies in Poland, free help from a psychologist or therapist offered by the employer is becoming an increasingly common phenomenon. ➡️➡️ Experts predict that this type of benefit will slowly become the norm. Already 17% of Poles taking part in the survey have heard about psychological support offered by their employer. 🔜 What else can await us shortly❓ ⬇️ Here are the benefits that already exist in Poles' workplaces: 🟢28% – flexible working time 🟢22% – seven-hour working day while maintaining full remuneration 🟢 20% – possibility of bringing their child to work 🟢 17% – interest groups supported by the employer 🟢 11% – ability to come to work with your own pet 🟢 9% – menstrual leave, i.e. paid days off during menstruation ▶️ The survey results suggest that Poles are eager for new, diverse benefits and expect employers to be more and more open. 🇵🇱 Especially for younger generations of Poles - who change jobs more often than older ones - benefits are crucial when making decisions related to their career. ✳️ When employing employees from Poland, it is worth being aware of their changing needs, expectations, and requirements towards the employer, and strategically considering them in your employer branding activities. More and more companies on the market attract new talents using unusual benefits. 🔎 If you want to stay up to date with the latest research on the Polish labour market, be sure to follow us. And for support in the field of employer branding – contact our specialists❗ --- 🌍Since 2006, we have been active in PR for global brands in Poland. --- Any needs or challenges with your PR in Poland ❓ ❓ Any needs or challenges with your PR in Poland? • 📞 Call us on 0048 788 252 651 • 📧 Or email us on matylda@all4comms.com #PolishPRAgency #PRinPoland #Employerbranding

Judge people based on abilities not age: "Mature but still productive: Will you hire me?" "The Government announced in March 2024 that workers who want to work longer will have longer statutory protections with the raising of Singapore’s retirement age from 63 to 64 on July 1, 2026. This is part of a move to progressively increase the retirement age in Singapore to 65 by 2030. The re-employment age will likewise go up, from 68 to 69. Companies must offer eligible staff re-employment until that age, though on adjusted terms if necessary, or offer employment assistance in its place. Singapore, which will have one in four citizens aged 65 and above by 2030, has the third-highest employment rate for workers aged 65 to 69 among countries in the Organisation for Economic Cooperation and Development. But between 2018 and 2022, age bias made up about 24 per cent of the 315 discrimination complaints filed with the Tripartite Alliance for Fair and Progressive Employment Practices and Manpower Ministry. NTUC deputy secretary-general Heng Chee How told The Straits Times that worries commonly cited by employers about an ageing workforce are higher business costs, skills gaps, medical costs and perceived reluctance of older workers to upskill. “Understandably, employers are unlikely to cite ageism, lack of willingness to give older workers an equitable chance for training to upskill and lack of know-how on leveraging flexible work arrangements to meet staffing needs as hiring obstacles,” he said. Older workers are among the more vulnerable when it comes to retrenchment and rehiring risks, with Mr Heng adding that employers would want to keep the most valuable and cost-effective employees to keep their companies competitive. “Therefore, what is most important to every worker, regardless of age, is to have a fair chance and choice to sustain and enhance his or her value at work.” Spot on. What do you think? How do we stop ageism here in Singapore and get the most out of our experienced workers? If you are a Job Seeker or looking for an NED role, we can help you with our specific low cost Job Seeker Personal Branding Service for LinkedIn which now includes a FREE CV, details here https://lnkd.in/dqWRi6EZ #linkedin #rockstar #mohawk #founder #entrepreneur #personalbranding #blackmarketing #linkedinmarketing #newjob #retrenched #FREECV https://lnkd.in/dRcVjGD5