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Career starts to stagnate at age 48, Singapore survey on ageism at work shows
-- first published FEB 10, 2020 Joanna Seow, Assistant Business Editor, The Straitstimes
SINGAPORE - The average age at which careers stagnate is seen to be 48, according to a recent survey done in Singapore.
This is 14 years before the statutory retirement age of 62, which will go up to 65 by 2030.
Younger respondents, between the age of 18 and 34, had even lower expectations. They believe their careers will come to a standstill at the average age of 41.
The survey results on ageism at the workplace, which were released on Monday (Feb 10) by recruitment firm Randstad, also found that 41 per cent of the 1,052 people polled blamed their age for the unfair way they were managed compared with their colleagues.
Only 63 per cent felt their workplace "values all employees regardless of age".
Ms Jaya Dass, Randstad's managing director for Singapore and Malaysia, said the survey results highlight that workers cannot see how their careers will be progressing.
"When employees feel that they have peaked in their career, they will start to lose motivation. This lack of drive and passion could have a negative impact on their work productivity.
"Therefore, it is critical that companies provide equal and adequate opportunities for all their staff to continuously upskill themselves," she said.
She also recommended that employers understand the career aspirations and skill gaps of their staff wherever they are in their careers, and provide guidance on how they can further improve their capabilities.
The online survey of people based in Singapore was conducted in December 2019.
More than half say they feel they have fewer training or career progression opportunities at work as they age.
Respondents aged 55 and older are more likely to feel this way, with 64 per cent saying so.
But ageism is felt by some young people too. More than a quarter, or 28 per cent, of those aged 18 to 34 feel or are told they had been denied a leadership position because they are too young.
Ms Dass said that in Asian societies, it is not uncommon for young professionals to be passed over for managerial positions owing to their age rather than to inadequacies in their skills or leadership abilities.
But, she noted, attitudes are starting to shift, especially as start-ups and small and medium-sized enterprises tend to have younger leaders.
"Instead of judging an employee's abilities based on how long they have worked, employers should focus more on skills and competencies such as learning potential and leadership qualities. Employees who are motivated to succeed are usually those who are equipped with skills that are critical to driving business growth and success," she said.
The survey also looked at interactions among colleagues in different age groups.
It found young working people are less likely to invite colleagues aged 55 and older to an informal social gathering organised for the workplace group, and vice versa.
About a quarter, or 26 per cent, of those aged 18 to 34 said they avoid communicating with people aged 55 and older because they have difficulty doing it.
Conversely, only 8 per cent of those aged 55 and older said they avoid communicating with people aged 22 and younger, while 3 per cent said they avoid communicating with people aged 23 to 38, because they find it difficult.
Only 63% of those surveyed felt that their workplace “values all employees regardless of age”
TALENT MANAGEMENT – HIRING THE BEST
Talent management is a methodology for hiring, keeping and evolving best employees while focusing on the objectives of the organization. Talent management means to handle the experience of the workers just like you manage the customer’s experience.
The Fundamentals of Talent Management:
Many institutions or companies lack a proper talent management scheme. And when a company doesn’t have this talent management approach, the recruitments which are made are usually on a needed basis, and such enrollment typically turns out to be reactive.
It is definitely unambiguous that why you need such a reactive approach for hiring and human resources. It’s because the company is commonly under pressure to fill up such crucial and pivotal posts of the company. So, the company usually finds it difficult to sort out a whole procedure of talent management to make such hiring.
But these days the real key to success for a company is to figure out a complete map of talent management and make all recruitments according to this plan. Furthermore, it manages stress and provides you with the best and most capable individuals for your company.
Of course, you can’t wait for months for hiring an employee and leave the key positions vacant in the company. So, it’s good to devise a plan that provides an easy and smooth roadway for reaching the right talent. The whole of this procedure may require some extra work and even some money. But this short term investment can provide you with long term and long-lasting benefits. You would always know where to make the next hiring and can very quickly figure out the right talent and best employee for your company.
How can Talent Management Help in Your Business?
From the CEO of the company to the leading employees, talent management demands every one to struggle to find out the next best hire and most exceptional employee to make sure the fresh leaders are emerging and to assure that a large number of people are impressed and enchanted by the customs of the company. So, talent management makes everyone accountable for making a pleasant employee experience.
Secondly, it is also imperative that the HR and CEO have excellent communication about the development and implication of the strategy. Both of them and virtually everybody in the company should have a crystal clear understanding of talent management strategy. And once this is done, they can go for hiring new employees that the company will need ahead.
The long term aspects and benefits of the talent management are so inspiring that about 67% of the CEOs, now consider it a top priority to follow a talent management scheme. And these statistics are expected to raise in future keeping the perks of talent management under consideration.
The Evolution of Talent Management Strategy:
Recently, the trends show that employee retention rate is meager, employees stick to a job for a mean time of only 4.5 years, whereas the time required for hiring the employees in significantly increasing. So, these tendencies point to bring about some changes in talent management strategies. All these evolution in talent management schemes finally aim to enhance the momentum and quality of recruitment, which in turn lifts the standards and impression of the company.
Another critical element for talent management is ‘Employee Engagement.’ Yes, when an employee is working with a company for years, he is well trained and well aware about all the rules and regulations and his work and is far better than a new employee who needs to learn all this from the very beginning. So, it’s vital to retain old employees. Statistics say that the employee engagement rate in the United States is less than 30 percent and is further falling with advancing time. Low employee retention leads to low efficiency, low advantage and more disasters and overall a diminished reputation of the company.
No doubt, that talent management is making its place with time, The CEOs and the HRs realize the importance of talent management, still it is interesting to know that about 35 percent of the companies even make the recruitments on reactive and need-based method and only 13 percent companies strictly stick to talent management strategy in the United States.
The Benefits of Talent Management System
Talent Management is the most emerging system and has the following advantages:
Data Management
This system helps secure processing and integration of the data. As it is an integrated system and involves all employees of the company, so it shares data throughout the system and makes the access easy. It helps in more strategic decisions for the company.
Systemized Hiring Process
By integrating the different tasks in the company, it makes the work easy to manage. So, talent management helps you to reach the most skilful candidate for your company.
Better Onboarding System
Talent Management helps you to make profiles of the employees that contain all necessary data required, and this data is saved at the time of hiring. This automated paperwork also saves time
Retaining Employee
Talent Management not only provides a scheme for hiring the best employees, but it also gives a system for employee engagement. Once you have the most talented employees, you need to retain them. The integrated system and data help you to keep an eye on skills, performance, targets and feedbacks to make sure that employees are satisfied and what necessary amendments are required in the company.
Employee Growth
After searching the best talents, Talent management strategy also focuses on polishing these talents and skills by arranging workshop, conferences and seminar. It helps the employees to improve their energies and even understand the goals of the company, helping them to work in the right direction.
Better Employee Experience
Talent management system enhances the employee experience by providing methods to access holiday requests, sick leaves and payslips. It assists the employees and in turn, improves the employee experience, which causes the employees to stick to your company.
Improve Employee and Manager Relation
As it is an integrated system and involves all, it improves the employee-manager interaction. Managers keep interacting with employees now and then to access their work and in workshops and seminars which will enhance their overall relationship.
In short, the talent management strategy is the best for the progress and advancement of a company. This system not only helps to find the best employees but also helps to retain them and creates the right environment within the company and a good reputation among the customers.
First Closure for September 2019! #Congratulations
HIRING THE BEST
Image extracted from allbusiness.com
Talent management is a methodology for hiring, keeping and evolving best employees while focusing on the objectives of the organization. Talent management means to handle the experience of the workers just like you manage the customer’s experience.
The Fundamentals of Talent Management:
Many institutions or companies lack a proper talent management scheme. And when a company doesn’t have this talent management approach, the recruitments which are made are usually on a needed basis, and such enrolment typically turns out to be reactive.
It is definitely unambiguous that why you need such a reactive approach for hiring and human resources. It’s because the company is commonly under pressure to fill up such crucial and pivotal posts of the company. So, the company usually finds it difficult to sort out a whole procedure of talent management to make such hiring.
But these days the real key to success for a company is to figure out a complete map of talent management and make all recruitments according to this plan. Furthermore, it manages stress and provides you with the best and most capable individuals for your company.
Of course, you can’t wait for months for hiring an employee and leave the key positions vacant in the company. So, it’s good to devise a plan that provides an easy and smooth roadway for reaching the right talent. The whole of this procedure may require some extra work and even some money. But this short term investment can provide you with long term and long-lasting benefits. You would always know where to make the next hiring and can very quickly figure out the right talent and best employee for your company.
How can Talent Management Help in Your Business?
From the CEO of the company to the leading employees, talent management demands every one to struggle to find out the next best hire and most exceptional employee to make sure the fresh leaders are emerging and to assure that a large number of people are impressed and enchanted by the customs of the company. So, talent management makes everyone accountable for making a pleasant employee experience.
Secondly, it is also imperative that the HR and CEO have excellent communication about the development and implication of the strategy. Both of them and virtually everybody in the company should have a crystal clear understanding of talent management strategy. And once this is done, they can go for hiring new employees that the company will need ahead.
The long term aspects and benefits of the talent management are so inspiring that about 67% of the CEOs, now consider it a top priority to follow a talent management scheme. And these statistics are expected to raise in future keeping the perks of talent management under consideration.
The Evolution of Talent Management Strategy:
Recently, the trends show that employee retention rate is meagre, employees stick to a job for a mean time of only 4.5 years, whereas the time required for hiring the employees in significantly increasing. So, these tendencies point to bring about some changes in talent management strategies. All these evolutions in talent management schemes finally aim to enhance the momentum and quality of recruitment, which in turn lifts the standards and impression of the company.
Another critical element for talent management is ‘Employee Engagement.’ Yes, when an employee is working with a company for years, he is well trained and well aware about all the rules and regulations and his work and is far better than a new employee who needs to learn all this from the very beginning. So, it’s vital to retain old employees. Statistics say that the employee engagement rate in the United States is less than 30 percent and is further falling with advancing time. Low employee retention leads to low efficiency, low advantageousness and more disasters and overall a diminished reputation of the company.
No doubt, that talent management is making its place with time, The CEOs and the HRs realize the importance of talent management, still it is interesting to know that about 35 percent of the companies even make the recruitments on reactive and need-based method and only 13 percent companies strictly stick to talent management strategy in the United States.
The Benefits of Talent Management System
Talent Management is the most emerging system and has the following advantages:
· Data Management
This system helps secure processing and integration of the data. As it is an integrated system and involves all employees of the company, so it shares data throughout the system and makes the access easy. It helps in more strategic decisions for the company.
· Systemized Hiring Process
By integrating the different tasks in the company, it makes the work easy to manage. So, talent management helps you to reach the most skilful candidate for your company.
· Better Onboarding System
Talent Management helps you to make profiles of the employees that contain all necessary data required, and this data is saved at the time of hiring. This automated paperwork also saves time
· Retaining Employee
Talent Management not only provides a scheme for hiring the best employees, but it also gives a system for employee engagement. Once you have the most talented employees, you need to retain them. The integrated system and data help you to keep an eye on skills, performance, targets and feedbacks to make sure that employees are satisfied and what necessary amendments are required in the company.
· Employee Growth
After searching the best talents, Talent management strategy also focuses on polishing these talents and skills by arranging workshop, conferences and seminar. It helps the employees to improve their energies and even understand the goals of the company, helping them to work in the right direction.
· Better Employee Experience
Talent management system enhances the employee experience by providing methods to access holiday requests, sick leaves and payslips. It assists the employees and in turn, improves the employee experience, which causes the employees to stick to your company.
· Improve Employee and Manager Relation
As it is an integrated system and involves all, it improves the employee-manager interaction. Managers keep interacting with employees now and then to access their work and in workshops and seminars which will enhance their overall relationship.
In short, the talent management strategy is the best for the progress and advancement of a company. This system not only helps to find the best employees but also helps to retain them and creates the right environment within the company and a good reputation among the customers.
Get to know about HR Office Politics | Learn how to play it?
Image extracted from exploringacademia.com/
While working in a large organization, it is difficult to win the political game. We all hear about office politics but didn’t fully understand the meaning of this political game. It is all about backstabbing, which means spreading the wrong rumors and sucked up the right people. These politics are a part of every office organization. Everyone wants to promote their values without disturbing their values.
By practicing the right politics, it empowers you to battle with wrong calls and your group's advantages reasonably and suitably. Everybody ought to be aware of the corrupt politics around you stays away from unnecessary torment while others exploit. In this article, we analyze why in working environment political issues exist we discuss how to play with them to win at office legislative issues without sinking to the least benchmarks of conduct.
All work environments are political somewhat, primarily because individuals bring their feelings, needs, desire, and frailties into their expert lives. We don't generally discuss with each other about what this implies or how we ought to accomplish it. Office politics emerge when these distinctions of character and conclusion become hard to oversee.
Likewise, you need to recall that a few people will consistently have more power than others. Through pecking order or some other source, you can learn how these political issues arise and work. It's normal to need to utilize, or increment, our capacity, yet we may do as such that removes control from others. At last, associations have restricted assets. It can prompt groups contending to fulfill their very own needs and objectives, when this may conflict with prominent benefit.
1. Analyze the chart of organization:
Nowadays the office politics can often avoid the organizational structure. In this matter, you need to sit back and analyze the formal organizational structure. After that, you need to map and influence political power rather than judging people job title and positions. Do you need to answer yourself that what are the influencers available inside the workplace? Who has the authority to bring political changes? Who are the mentors? Or who can lead to promoting the business?
2. Comprehend the Informal Network:
When you know where the power and impact lie, it's an excellent opportunity to analyze individuals' collaborations and connections to comprehend casual or informal organizations. Watch intently to discover who coexists with you, and who thinks that it is increasingly hard to interface with others. You should notice whether associations depend on companionship, regard, sentiment, or something different. At long last, attempt to interpret how impact streams between the gatherings, and whether there are any relational clashes or instances of harassing.
3. Build strong Connections:
Since you realize how existing connections work, you can begin to construct your social network. Look past your quick group, and cross the formal chain of command every which way. You can choose collaborators, supervisors, and administrators. Try not to fear politically influential individuals. Instead of this, become acquainted with them try to build strong associations that maintain a strategic distance from meaningless honeyed words. Be cordial with everybody, except abstaining from adjusting yourself too intimately with some gathering. What's more, in case you're thinking about an individual relationship at work, be sure to put together it concerning assent them. It is one of the essential parts through which you can win office politics.
4. Build up Your Relationship building strategies:
Office politics are all about workplace people and their games. In this matter, your Interpersonal Skills will stand you in great stead with regards to building and keeping up your system. Think about your feelings, what prompts them, and how you handle them. Your passionate knowledge causes you to get on other individuals' attitudes, as well, and to comprehend what sort of methodology they like or aversion. You need to figure out how to listen cautiously, as well. When you put the time in tuning in, you'll delay down, center, and learn. Always remember that people still like those who listen o them and communicate with them freely.
5. Take advantage of your position and Network:
Through your connections, you can manufacture your image and raise your group's profile. When you convey your all business achievements to your group mates, they may open up chances to "sparkle" for you. They can also build a bridge between you and different partners. It may be a decent method to discover what's most imperative to the individuals in your business network.
6. Kill all negative office Politics:
With your positive vibes and attitude, you can create your workplace progressively positive. Try not to spread bad politics and words in your working area. To win office politics, you should not participate in negative politics issues. For instance, abstain from passing on bits of gossip with everyone. Stay proficient consistently, and don't favor one side, or get sucked into contentions. At the point when a dispute emerges, then recall the connection that doesn't need to be a champ and a failure. It's frequently conceivable to discover an answer that fulfills everybody. In case you're voicing concerns or analysis of your own, be sure and confident, however not forceful. Furthermore, always ensure that you take an authoritative point of view and not just a narrow-minded one.
Key Points to tackle office politics:
Office politics are a reality that we as a whole need to confront, and maintaining a strategic distance from them through and through dangers not having a state in what occurs. It additionally permits individuals with less experience, aptitude, or information than you to impact choices that influence you and your group.
Some ethical-, political issues can assist you in getting what you need without hurting others simultaneously. You should follow these steps:
· Break down the association diagram
· Comprehend the casual system
· Construct connections
· Benefit as much as possible from your order
· Build up your relationship-building abilities
· Be daring yet not gullible
· Kill negative legislative issues
Weekly Job Listings - 9 to 13 September 2019
Business Development Manager, SEA (Artificial Intelligence)
Operations Officer
Sales Manager (Medical Device & Test)
BIM Manager (West)
Sales Manager, SEA (IT & Engineering Services)
IT System Engineer (Linux Servers & Storage)
Medical Science Liaison
For more information, do visit our Jobstreet website: https://www.jobstreet.com.sg/en/job-search/jobs-at-jondavidson-pte-ltd/
First Closure & Highest Biller for July 2019!
Congratulations to our consultant for getting the First Closure for June 2019 and the Highest Biller for July 2019!
Congratulations to our consultant for getting the First Closure for July 2019!
Farewell !
Happy Birthday August Babies!
Weekly Job Listings - 5 to 9 August 2019
System Engineer
Assistant Technical Support Engineer
Senior System Engineer
Asst Dir (Fundraising)
Systems Analyst (Cyber Security & IT Governance)
Project Mgr (New Estates)
Country Manager (Malaysia)
