Human resource policies in

Singapore

SUBMITTED TO:
PROF. ROOPA RAO
SUBMITTED BY:
RADHIKA BHATIA
RANU MAHESHWARI
SHREELEKHA KABRA
 Introduction

Human resource, the backbone of a company, is

basically responsible for the proper functioning of
the various departments and for organizing the
guidelines of the company.
The HR policies are constructed to provide general
and equal information and working procedures
about the organization to all the employees.
The HR policies are prepared in a sophisticated
manner, keeping in mind the benefits of both the
parties and without hampering the company’s
work.
 Introduction Of Singapore

Singapore has a population of close to 4.5 million

and a labour force of approximately 2.2 million.
The Ministry of Manpower (MOM) is responsible
for maintaining a globally competitive workforce in
Singapore.
Therefore, the MOM is constantly striving to
improve working conditions and benefits for all
employees in Singapore by managing such areas as
labour relations, occupational health and safety,
foreign workers’ rights and on-the-job training
programs.
 HR Policy In Singapore

1. Leave policy:
Executives are permitted to take leaves as per
their requirements based on some criteria. They
can avail annual leave, sick leave, compensatory
leave, overtime leave and so forth by informing
and on approval of the agency.
The leave is regarded as unauthorized if not
approved by the organization. Monetary benefits
are provided to the employees for their accrued
leaves. 
2. Working hours policy: 
This policy is mended to give a scheduled and
flexible working hours to the employees.
The working hours have been fixed as 40
hours/week fro full time professionals.
Organizations expect them to adhere to the
working timings, take lunch and coffee breaks as
approved and in times of emergency work
overtime.
3. Hiring policy:
 On receiving of an application, the background
and qualification of an individual is closely
reviewed.
If chosen he/ she should join the organization
within 30 days or less. The candidate has to
undergo the orientation for a definite period. A
mental or physical impaired person gets extra
benefits.
4. Temporary Workforce reduction (TWFR)
policy:
 Companies are supposed to provide a minimum of
two weeks notice period to the employees before
placing them in TWFR.
They are not offered the full amount of their salary;
however, compensation benefits are paid to them by
the agencies. 
 Cont..

5. Payroll policy: 
Employees should receive the accurate amount for
their monthly salary and on time. Regular review of
the salary should be carried out and increased at
certain intervals. 

In regular intervals these and other HR policies are

reviewed appropriately and changed accordingly
keeping in mind the welfare of the employees and
the companies. 
 HR Issue in Singapore

On July 1, 2004, the Ministry of Manpower (MOM)

changed the work permit system, with a new S
pass.
The S pass is a work permit for mid-level workers
and will help Singapore fill its gap between foreign
executives and unskilled workers.
S pass applicants must earn a salary of at least
S$1,800 (US $1,100) per month, though there are
no restrictions on nationality, age or duration of
employment in Singapore.
 Cont..

S pass applicants will be assessed on four points:

salary, education, job type and years of work
experience. The applicant’s desired job type –
professional, technical or specialist – will also be
considered.
S pass holders who earn a minimum of S$2,500
(US $1,500) will be eligible to receive dependent
privileges and can bring their immediate family to
Singapore.
Thank you