Sorry for the lack of updates recently.

I finally found some time off a busy schedule the past couple of months to pen (type?) down some thoughts, and I felt I needed to share what’s been on my mind.

Those people who know me personally would know that I used to be a consultant at an executive search agency. I probably represented the most mercenary of all creatures who walk the face of the corporate world, and I do admit, I was having a good time while I was still in the business, money-wise.

Up until some close friends of mine got retrenched, and then I realized I lacked the capacity to help them even though I thought I was a top biller in my industry, did it strike me that perhaps I had let the mercenary part of the business get the better of me. I could have been using my networks and contacts to be doing something more meaningful to help others, but I guess being selfish, and wanting to be comfortable myself, it didn’t occur to me that I could have used the skills that I picked up professionally to help those in need.

For the past months since March 2010 (last recorded activity here on Sponsor a Job), I joined another headhunting firm, and recently I decided to quit for good. It may sound crazy, but after 5 years of being a gun for hire, I decided to quit an industry where I was adept at and making good money—because honestly I am getting sick of what I was becoming.

I’ll be starting a new business venture in the media industry soon, and at the same time, I would like to make Sponsor a Job a more active venture than a passive cry for assistance.

Which brings me to my next point. I’m wondering if there are people out there who believe in what I hope to do and achieve with Sponsor a Job, and if anyone would be keen to join me on this little mission. Ultimately, I am a one-man band, but I think having more on board would mean we can make that little difference.

I am still pretty much a one-man crusade. I need more people to believe in what Sponsor a Job can do, and come on board to help me achieve the vision of helping those in need seek gainful employment—without asking anything in return.

Granted, I may not be able to garner a large team to help me on this, but even if it is just one or two individuals who are willing, I think it’s a good start, and I welcome anyone to join me in this.

If you are keen to be part of Sponsor a Job, please write me at roy.phang@yahoo.co.uk.

Everything else, I hope that 6 months down the road, Sponsor a Job can become a credible platform to help fellow Singaporeans in their quest for finding jobs in an increasingly crowded job market.

Sincerely,

R.P.

The Ministry of Manpower (MOM) received 56 complaints involving pregnant employees, up from 26 cases in 2008 and 16 in 2007. Twelve of last year’s cases involved pregnant executives, up from just one the year before.

Minister Gan Kim Yong attributed the increase to various factors “including greater awareness of maternity protection” after the heightened publicity and enhancement of maternity leave benefits.

In all, 149 complaints of unfair dismissal were lodged, up from 101 the previous year and 118 in 2007, Mr Gan revealed in a written response to a question from Member of Parliament Lee Bee Wah.

Under the Employment Act, employees who feel they have been unfairly dismissed can appeal to MOM.

Most cases were mediated and “amicably resolved”, sometimes with a settlement payment, said Mr Gan. But 3 per cent of cases were found to be dismissals without just cause, and the companies had to compensate the employee.

As for executives, those dismissed on grounds related to pregnancy can appeal to MOM. For non-pregnancy related disputes, the Ministry provides mediation; about 270 executives seek its help each year.

“Close to half of such disputes were resolved amicably. The rest of the cases were withdrawn, or the employee sought settlement with their employer directly or through the civil courts, after consultation with the Ministry,” said Mr Gan.

With the executive ranks in the workforce swelling, MOM recently announced plans for a dispute resolution process to help junior- and mid-level professionals, managers and executives resolve common employment tiffs. – TODAY/sc

Reporting to the Finance Manager, you will be tasked with the following responsibilities:

• Able to manage accounts, banking and finance updating, responsibility of invoice monitoring, payment processing and petty cash
• Day-to-day book-keeping which includes AR, AP and GL functions (manual and program)
• Perform month end closing activities (ie monthly accural for sales & expenses, entries for adjustments & correction)
• Other ad hoc duties as and when assigned
• Provide on-going administrative support

Requirements:

• Min GCE “O” Levels with certified accounting qualifications
• Have accounting knowledge with experience in above position min 2 years
• Merticulous with an eye for detail
• Strong analytical skills
• Highly organized and proactive with “can-do” attitude
• Proficiency in Microsoft Office applications (Powerpoint, Word, Excel)
• Preference for those who are immediately available.
• Singaporean citizens and Singaporean PRs only.

To apply for the position, please forward latest CV to tpsg_jobs@teleperformance.com.sg.

URL: http://www.teleperformance.com.sg

Fair enough, but if candidates are not realistic in their expectations, there’s no point talking about better opportunities. That said, would things be as optimistic for scores of experienced PMETs out there who still have problems finding work? With “competition” coming from university and polytechnic graduates (i.e. lower starting salaries), how would this affect the chances of qualified but older candidates from landing the same pool of available jobs in the market?

“They need to be a little bit more adaptable and flexible. They shouldn’t just look at the title and the pay but also look at the opportunity of where they can build a career.” – Dhiren Shantilal, SVP, Kelly Services.

The successful candidates will present General Insurance through phone using approved presentation materials and prospect and enroll eligible parties based on the leads provided. Additional responsibilities include call planning, converting presentation calls into enrollments and maintaining an acceptable enrollment rate.

Ideal candidates should posses Certificate in General Insurance (CGI) and prior sales or customer service experience. Additional certificates in Health Insurance (HI), M5 or M9 would be a plus. Other qualifications include good telemarketing skills, sales driven, enthusiastics, results oriented as well as the ability to organize and prioritize work accordingly. Proficiency in Microsoft Office applications is essential (for those without Certificates, but do posses good telemarketing skills, sales driven, enthusiastic and results oriented will still have an opportunity to be interviewed).

We reward our employees with the following:

• Comprehensive benefits package including additional incentives
• Stable income & long-term employment opportunities
• Outstanding opportunities for career development

Interested applicants, kindly email your detailed resume to TPSG_Jobs@teleperformance.com.sg

Website: http://www.teleperformance.com

SINGAPORE: The Ministry of Manpower (MOM) will introduce an employment dispute resolution process to help junior and mid-level professionals, managers and executives (PMEs) earning up to S$4,500 and their employers address common employment issues.

These include salary arrears, retrenchment benefit payment and other employment-related contractual issues.

Manpower Minister Gan Kim Yong said on Tuesday this process will be in place next year.

Speaking at an industry conference, he said that as their representation in the workforce grows, more PMEs may face employment-related issues. They now form more than half of the local workforce, up from around 40 per cent a decade ago.

The dispute resolution process would primarily involve the use of mediation. It will ride on the existing tripartite partnership with the Singapore National Employers Federation (SNEF) and the National Trades Union Congress (NTUC).

Explaining the process, Mr Gan said MOM would lead the mediation session, with the support of SNEF and NTUC.

PMEs who are union members, but are not eligible for collective bargaining or limited representation, may make use of this proposed mediation process.

If the dispute cannot be resolved through mediation, the PME employee may pursue his claims through the civil courts. In addition, he may refer disputes on salary claims for adjudication by MOM.

Mr Gan said the setting up of this new dispute resolution process will help save PMEs and their employers the cost of going through the civil court route by giving them the opportunity to mediate at an early stage, with assistance from tripartite partners.

Through this tripartite partnership approach, MOM believes that many of such disputes could be resolved amicably.

The exact details are currently being worked out in consultation with the tripartite partners.

Employers say a quick way to resolve disputes is necessary.

“Salary disputes and retrenchment disputes, all these are money issues,” said Stephen Lee, president of SNEF. “If you can settle it quickly, and you can just get on with life, rather than have it protracted. And some of these sums are not really big enough for the PMEs to want to take it to court and hire a lawyer.”

The ministry is expecting the revised dispute resolution process to benefit more than 500,000, or half of all PMEs in the workforce as well as their employers.

Mr Gan also raised the issue of productivity. To address low productivity growth, he said companies must find innovative ways of delivering higher value products and services, redesign their systems for greater efficiency, invest in technology and train their workers.