Julianne Danielle S.

Ding

International HRM

Instructions: Research the country of your choice. Discuss at least five of the aspects you should
know as an HRM professional about doing business in that country. Articulate the details.

Country: Singapore

1. Concern for the welfare of the workforce

The next HR development in Singapore to watch for is the growing investment in

employee welfare. Employers must ensure that employees feel appreciated in the current
competitive employment market, especially in the public sector where compensation may
not be in line with those of multinational businesses or unicorn start-ups. In the private
sector of today, employee perks like flexible spending accounts, fitness reimbursements,
special recognition, and appreciation points are rather prevalent.

2. A rise in the demand for talent acquisition experts

The hiring market will experience a significant increase as a result of Singapore's

return to normalcy during the past year and the gradual return to pre-pandemic activity
levels, in part due to the resumption of postponed growth plans and the country's
anticipated emergence as a regional hub. Since most companies place a high priority on
attracting and keeping talent, there will be a rise in the need for talent acquisition
specialists, especially managers and directors. The latter is expected to be skilled in
attrition prevention, diversity and inclusion hiring, as well as global talent acquisition
techniques, to successfully discover people in a market that is becoming more
competitive.
3. Improve employee skills for greater employee security and productivity

A 5% increase from 2021, 2 out of 5 Singaporean workers (41%) are concerned

about losing their jobs and intend to change careers in the first half of 2022. One of the
HR trends to watch for in Singapore is employee upskilling through digital transformation.
Employees can now work remotely thanks to digital transformation, which has also given
them a new opportunity to advance their skills and keep their jobs.

Employees will start to worry about their job security and career potential if
employers fail to provide timely and suitable training for their staff. In order to stay
competitive, Singaporean employers are starting to build training and development
programs to assist their staff in using digital technology more effectively and thinking
creatively.

4. Boosting manager-staff communication

One in three workers in Singapore feels cut off from their managers and coworkers
after nearly two years of disruption brought on by the pandemic, therefore relationships
between employees and the organization must be repaired and strengthened. Even
though flexible and remote work environments will rule workplace trends in 2022, effective
steps should be taken to foster relationships with employees there.

A new strategy for increasing employee engagement will be implemented in 2022,

with workplace trends that consider numerous behavioral patterns. The engagement has
been supplanted with "Great Work," which promotes increased retention, innovation, and
robust workplace cultures, rendering it ineffective as a criterion for forecasting business
outcomes. Employees display a range of behavioral behaviors when demonstrating their
exceptional job efforts. The five categories of excellent workplace behaviors are builders,
socializers, coasters, taskers, and achievers. Every employee can work effectively and do
good work, regardless of their demeanor.

5. Minimizing time-consuming, low-value, and distracting tasks

When one is focused on a project and stressed about time, nothing is more
aggravating than being expected to complete repetitive and ineffective work. To automate
and simplify such administrative procedures, businesses in Singapore are starting to
develop systems. Employees can benefit from modern human capital management
systems that can keep them safe while driving and help them when they need it. They can
keep crucial records, like visas and proof of immunizations, close at hand for easy access.
The burden of work travel is decreased because of these features, which boost employee
happiness. Additionally, automating travel and cost management has benefits beyond
merely increasing employee satisfaction and retention.