Unit 6

Question 1

Procedures to inform successful candidates (6) / Key things to mention when speaking to successful candidates

Answer 1

1. Mention candidate name and job title he/she has been selected for
2. Be precise in the email
3. Congratulate the candidate
4. Mention benefits
5. Include salary and allowances
6. Include a deadline to respond the email

Question 2

Procedures to inform unsuccessful candidates (6) / Key things to mention when speaking to unsuccessful candidates

Answer 2

1. Let the candidates know as soon as possible
2. Pick up the phone
3. Keep it brief
4. Personalise experience
5. Be honest
6. Ask for feedback

Question 3

Follow up activities required after CANDIDATE ACCEPTS THE OFFER/ Follow up tasks after FINAL SELECTION PROCESS (10)/ Pre-Boarding ???

Answer 3

1. Send the selection results to candidate and hiring manager
2. Liaise with hiring manager for vetting purposes
3. Provide a consent form to candidate for a background check on physical limitation, credit card standing and video surveillance measures
4. Undergo medical screening
5. Inform relevant department to prepare necessary equipments or documents
6. Update new hire into the staff portal so current employees can send email to welcome him/her
7. Pre-order business cards
8. The issuance of benefits and insurance, declaration conflict of interest etc
9. Hand them staff handbook and website intranet where new hires can read up about the company before orientation session
10. Good to present them with company’s branded material to give a message of “you are one of us”

Question 4

Define Pre-Boarding

Answer 4

Sets the stage for a process of mentoring, coaching and support and encouraging employees to draft a personal development to get a future with the company thereby reducing turnover

Question 5

Different Types of Employment Contract

Answer 5

1. Full-Time Employment
2. Casual Employment
3. Part-Time Employment
4. Hiring of Students

Question 6

Full Time Employment

Answer 6

1. Generally work between 35-40 hours per week

2. Receive full wages and entitled to benefits stated in the contract

Question 7

Casual Employment

Answer 7

1. Work hourly or daily basis
2. Raise on top of the normal rate of pay to compensate for not receiving benefits
3. HOWEVER, the disadvantages are
   
   • No Guarantee of Hours to be worked
   • No Guarantee of Regular Income
   • No Paid Annual Leave
   • No Access to Paid Sick Leave
   • No Access to Paid Public Holidays

Question 8

Part Time Employment

Answer 8

1. Max/Min hours to work
2. Formal written agreements between employer and employee to override certain provisions
3. Advantages are:
   
   • Access to paid leave with minimum requirements
   • Access to minimum notice requirements for
     termination, redundancy and roster hours
   • Guarantee of regular/weekly roster hours
   • Guarantee weekly earnings

Question 9

Hiring of Students

Answer 9

Local students can be hired full time or part time without any restrictions and entitled to CPF contributions unless exempted

Question 10

Purpose of Employment Contracts

Answer 10

1. Management rights to determine work environment, engage, supervise, appraise, compensate and dismiss/retrench employees
2. Employees duties, responsibilities and rights in the company

Question 11

Contract OF Service

Answer 11

1. An agreement whereby one person agrees to serve his employer and another employ as an employee
2. Employer need to contribute CPF contributions and comply with statutory benefits such sick leave

Question 12

Contract FOR Service

Answer 12

1. A person is engaged as an independent contractor (self-employed person) with no employer-employee relationship
2. Not covered in employment act

Question 13

Terms and Conditions in an Employment Contract (4)

Answer 13

1. Appointment Position
2. Date of Employment Commencement
3. Remuneration Package
4. Work Arrangements

Question 14

Appointment Position

Answer 14

Designation given to the employee

Question 15

Date of Employment Commencement

Answer 15

1. Start Date or Join Date

2. Duration of the employment

Question 16

Remuneration Package

Answer 16

1. State the salary/overtime period

2. Payment of fixed allowances or fixed deduction

Question 17

Work Arrangements

Answer 17

Number of hours and days of work must put in per week

Question 18

The Required KETs (6)

Answer 18

1. Name of Employee
2. Name of Employer
3. Job Title
4. Fixed Allowances
5. Fixed deductions
6. Work arrangements

Question 19

Government Regulations and Guidelines for Foreign Worker Employment

Answer 19

1. MOM approval

2. Relevant Work Passes

Question 20

MOM approval

Answer 20

1. Work passes are approved and renewed timely

2. A written consent to protect interests of both parties

Question 21

Relevant Work Passes Application Approval (5)

Answer 21

1. A relevant application form
2. A copy of resume with details of experience
3. Copies of educational certificates and past employment testimonials
4. Passport sized photograph
5. A copy of the personal particulars page

Question 22

Types of Work Passes

Answer 22

1. Employment Pass
2. Personalised Employment Pass
3. Entrepass
4. S-pass
5. Work Permit for Foreign Worker
6. Work Permit for Foreign Domestic Worker
7. Work Permit for Confinement Nanny
8. Work Permit for Performing Artiste

Question 23

Employment Pass

Answer 23

1. For Professional, Managerial and Executives that earn atleast $4500
2. Acceptable qualifications

Question 24

Entrepass

Answer 24

1. For eligible foreign entrepreneurs that want to start and operate a new business in Singapore

Question 25

Personalised Employment Pass

Answer 25

1. For high earning existing employment pass holder or overseas foreign professional 2. Greater flexibility that an employment pass

Question 26

The Criteria for Employment Pass (4)

Answer 26

1. Earn a fixed minimum salary of $4500 2. Have a job offer in Singapore 3. Work in managerial, specialised or executive job 4. Have acceptable qualifications usually with good university or professional qualifications or specialised skills

Question 27

S Pass

Answer 27

For mid-level skilled at least earn $2500 and meet assessment criteria

Question 28

Work Permit for Foreign Worker

Answer 28

For semi-level skilled in the construction, manufacturing, marine shipyard, process or services sector

Question 29

Work Permit for Foreign Domestic Worker

Answer 29

Foreign domestic workers to work in Singapore

Question 30

Work Permit For Confinement Nanny

Answer 30

For malaysian confinement nanny to work in singapore for 16 weeks starting from the birth of the employer's child

Question 31

Work Permit for Performing Artiste

Answer 31

For foreign performers working in public entertainment such as pubs, hotels, nightclubs

Question 32

The Criteria for S Pass (3)

Answer 32

1. Earn atleast minimum salary of $2500. Older workers with more experience need higher salaries. 2. Have a degree or diploma or technical/qualified certificates with 1 year full time study 3. Have relevant work experience

Question 33

The Criteria for Work Permit Foreign Worker

Answer 33

1. Organisations can only hire foreign workers who satisfy the conditions for source countries/region and age when applying 2. Can apply foreign workers from these countries or region: - Malaysia - South Korea - India - Thailand - Sri Lanka - Hongkong

Question 34

Purpose of On-Boarding Session (4)

Answer 34

1. Gets the new hire started on productive activities 2. Ensures that new hire gets accurate information 3. Gives the employer a chance to develop good work habits in the new hire 4. Helps the new hire feel welcome and relieve anxiety

Question 35

Benefits of On-Boarding Session (5)

Answer 35

1. Help employee feel welcome and comfortable 2. Streamline/Smooth the process for in-processing 3. Communicate company mission and values to help new hire connect with the new organisation 4. Knowing the job expectations will better prepare them to achieve their career goals 5. Give new hire a sense of what to expect and where to seek clarification

Question 36

Features of an On-Boarding Programme (7)

Answer 36

1. Company Overview 2. Review of the Job Description 3. Safety and Accident Prevention 4. Tour of Physical Facilities 5. Policies and Procedural Review 6. Employees and Union Relations 7. Share Compensation and Benefits

Question 37

Company Overview

Answer 37

Share with them information such as the history, vision and mission, future plans and growth of the organisation

Question 38

Review of the Job Description

Answer 38

New hires know their specific duties will be

Question 39

Safety and Accident Prevention

Answer 39

Information pertaining to health and first-aid, safety rules, precautions and requirements wearing PPE, Hazard/Accident Reporting

Question 40

Tour of Physical Facilities

Answer 40

1. Include cafeteria, parking, rest rooms, lockers | 2. Introduction to new hires, mentors and other employees/workers

Question 41

Duties of HR Assistant during on-boarding of new hire (6)

Answer 41

1. Schedule onboarding session with line managers 2. Planning your new hire's first day of work 3. Foreign staff, send them information about the local area 4. Show new hire where they can store personal items safely and how they can settle the workstation comfortably 5. Settle administrative details 6. Issuance of staff identification cards, IT passwords, office equipment

Question 42

Typical Equipment Issues to New Hires

Answer 42

1. Categorised into the company equipment, tools and Vehicles 2. For instance, a chef will be given a set of knives

Question 43

Company equipment, tools and vehicles

Answer 43

1. Company owned-equipment are well documented and monitored 2. Serial no are also generated and labelled onto the equipment

Question 44

Internet Usage

Answer 44

1. Authorised to conduct organisation's business only | 2. To limit of appropriate internet use for work and report