[radikal]

In the past MOM fail to match Jobless Bank Name list with Job Vacancy is because:-

1) No skill training to qualify Singaporean for the vacancy
2) Poor salary System:- 5-20% CPF for Singaporean yet levy very low for non Singaporean.
3) Long working hour. 10-12 hour per shift (plus rest hour), 6 days per week, working on Saturday, Sunday cum Public Holiday and sleep at working place as standby man. Un-fair salary, yet not for cut cost but longer operating hour that losing money.
4) Working place more than 500 meter from MRT station never providing feeder transport.

[Beerinkol]

SINGAPORE: Singaporean employers and employees hold different views about the contributions of non-Singaporeans in their company, according to a survey by JobStreet.com.

On the issue of the lower cost of hiring non-Singaporeans, 66 per cent of employees surveyed considered this as the reason for hire. This however was a pull factor for only 16 per cent of employers.

40 per cent of employers indicated that the main reason for hiring non-Singaporeans was their flexibility in taking up jobs that locals avoid.

Country manager of JobStreet.com Singapore, Anthony Ung, said many local employers do adopt the "Singaporean-First" policy when hiring. As such, Mr Ung advises that local employees should focus their best effort forward rather than speculating about the threats of a co-worker.

The survey also threw up other interesting views.

27 per cent of locals surveyed said that they saw value in working with non-Singaporeans. They said non-Singaporeans were thought to be less demanding at work and better skilled in their area of work than Singaporeans.

47 per cent of the employers surveyed reaffirmed their decision to hire non-Singaporeans, citing lower employee turnover rate as the key benefit. Employers surveyed also said non-Singaporeans have fewer demands at work and are more willing to put in longer hours at work.

[Lt_Apple]

Singapore employers (MNCs and SMEs)who cannot survive without cheap foreign labour should closed down their business operations in singapore and relocate to cheap third world countries like Vietnam,Cambodia and Burma.
Doesn't mean that without u Singapore employers we singapore workers/employees will die.Fark u ok Singapore employers.Singapore employers go to hell !!!
KNNCCB to the Singapore Employers !!!
KNNCCB to the PAP !!!
KNNCCB to the 60% who voted for the PAP !!!

[tgs]

Doesn't mean that without u Singapore employers we singapore workers/employees will die.Fark u ok Singapore employers.Singapore employers go to hell !!!

This reflects the average IQ of FT haters and opposition supporters. The amount of stupidity contained in those statements is mind boggling

[Big A]

Singapore employers (MNCs and SMEs)who cannot survive without cheap foreign labour should closed down their business operations in singapore and relocate to cheap third world countries like Vietnam,Cambodia and Burma.
Doesn't mean that without u Singapore employers we singapore workers/employees will die.

Bro, I agree with your statement.
All the surveys, tok and wat nots.. all from point of EMPLOYERS!! Employees' views and voices not heard.
what Sporeans not flexible and avoid work.. u mean if employer wants to save no cleanning staff.. tell employee to do.. employee MUST do?
Yes, I'm quoting example.. but cos the survey nvr spell out the DETAILS of what employers haf in store for their employees.

Want cheap labour.. go Africa even.. go.. n see if u feel safe there.
the price to pay for good infrastructure, relatively ok security and well laid out phone and internet lines dun come cheap.
Go to wasteland.. develop it urself.. cos un-developed land is the cheapest.

[LottiFurmann]

I would call it a difference in expectations.

The employers want no complaints from employees, employees who do things without them saying.. and give their body and soul for the business. However, they fail to realize that employees have their own expectations of the employers and the business as well.

Employers and business owners are very anxious about their business, operations, costs and most importantly, profits. But employees who have no vested interests in the business or company/organisation would feel no urgency at all. To the employees, they exchange their time for the pay they get. And if proper communication is related to the employees about career path and potential growth in the company, then their interests might grow.. but the employers and middle-management (if any) needs to do that.

How can you expect a new employee to work like a dog and give the company body and soul, if you don't tell them what is in store for them? No clear career path nowadays means one can be replaced any time. In fact, even with a career path specified, that still doesn't guarantee job security. Everyone knows that job security is almost non-existent nowadays. So how do you expect employees to give you more than what you had paid them for? Building up loyalty and commitment is the key.. at least this is what I believe.

I once had a job, in my earlier years, as a admin exec. Now.. we all know the term "other duties and responsibilities as and when assigned" to be used in most employment letters when you join the company, right? Well guess what? It doesn't hold any weight in any court until both parties agree to the terms agreed upon. That statement should not be used at all, as it is like a blank cheque for the employers to use and put the employee in a bad light, ie inflexible or avoiding job assignments.

Well, it happened to me, cos when the manager had difficulties hiring a receptionist, he came up to me and told me that I HAD to double up during lunch break to "help out" the reception area. I asked him why can't the clerical staff do it, and he said they take turns, but I HAD to be included in the "shift". I flatly refused and pointed out to him that since I was hired to be an admin exec, it was a level higher than the clerical staff, and by accepting his proposal, it would undermine my authority, as it would put me on the same level as the clerical staff. I asked him, "if I am the same level as the clerical staff, how can I tell them to do things? They would never respect me as a senior staff, but treat me as one of them. Or worse, lower then them!"

It was the start of a sour relationship, and I didn't stay long. Before I left, he did the same thing to another exec, an accounts exec.. and after I left, the accounts exec called me to complain that the "lunch break shift" has become a permanent thing for her. "too bad", I told her, "you accepted it. now you have to live with it." She didn't stay long after our telephone conversation.

My above experience highlights the unprofessional tactics of local higher and middle management.. of how stingy employers and business owners can be and how far they can go to save money, cut costs, just to maximise profits. No wonder alot of expats from First world countries say our managers here can't make it.

And now, the papers and the govt are still focussing on these so-called employers. Do you think the employers will tell the papers theeir actual reasons for hiring foreigners? I doubt it. The employees are not being highlighted properly, making it like THEY are the ones who are INFLEXIBLE. I agree with Tension68 that employers should be prodded on moer details on what they want from their employees when it comes to being flexible and taking on job assignments.. etc etc.