If your organization is currently hiring under Singapore’s Employment Pass (EP), you need to take note of the new Complementarity Assessment Framework (COMPASS) system.

The new system will apply for new EP applicants from 1 September 2023, and for renewals from 1 September 2024. The COMPASS system is designed to improve the capacity of Singaporean businesses to select high-quality foreign professionals and ensure workforce diversity.

According to Minister for Manpower Dr Tan See Leng, COMPASS is “a points-based system that considers both individual and firm-related attributes to holistically evaluate an EP applicant’s complementarity. It is designed to be a transparent system, so that businesses have clarity and predictability for manpower planning.”

How COMPASS Works

To qualify for an EP, applicants must pass a 2-stage eligibility framework.

Firstly the candidate must earn at least the EP qualifying salary, which is benchmarked to the top one-third of local PMET salaries by age. From 1 September 2023, the salary threshold for EP applicants has been raised to S$5,000 (US$3,694) from the current S$4,500 (US$3,332). For the financial sector, it is at least S$5,500.

The second stage is where COMPASS kicks in. It is a points-based system where candidates need to earn 40 points to pass. The scoring system assigns 0, 10, or 20 points, representing ‘does not meet expectations’, ‘meets expectations’, and ‘exceeds expectations’ respectively.

Applications receive points based on four fundamental criteria if they meet or exceed expectations. It is based on a collection of individual and firm-related attributes:

• Individual attributes include ‘salary’ and ‘qualifications’.
• Firm-related attributes include ‘diversity’ and ‘support for local employment’.

There are also two more bonus criteria that applicants can score points in:

• Skills bonus.
• Strategic economic priorities bonus.

For more information on these criteria and case studies, visit the Ministry of Manpower website.

Exemptions from COMPASS

Foreign professionals are exempt from COMPASS if they meet any of the following conditions:

• Have a fixed monthly salary of at least S$22,500 (similar to the prevailing Fair Consideration Framework (FCF) job advertising exemption from 1 September 2023).
• Are applying as an overseas intra-corporate transferee.
• Are filling the role for 1 month or less.

The post Singapore Employment Pass Eligibility Updates: COMPASS Points-Based System to Roll Out in September 2023 appeared first on BrioHR.

Like Taylor Swift said, August slipped away into a moment in time. We round up all the HR news from the region and beyond.

Singapore Passport Most Powerful in the World, Dethroning Japan

Singapore’s passport has surpassed Japan’s passport to become the world’s most powerful passport. This highlights Singapore’s strong position in international diplomacy and global mobility according to the Henley Passport Index, a ranking that assesses passport strength based on visa-free access to countries. Holders of Singaporean passports enjoy visa-free entry to 192 destinations out of 227 in the world.

The post About Generative AI, Gig Workers, and Mental Health: News Roundup for August 2023 appeared first on BrioHR.

It’s July, which means half of the year has gone by! We round up more of the news around the HR world in July 2023.

Singapore Passport Most Powerful in the World, Dethroning Japan

Singapore’s passport has surpassed Japan’s passport to become the world’s most powerful passport. This highlights Singapore’s strong position in international diplomacy and global mobility according to the Henley Passport Index, a ranking that assesses passport strength based on visa-free access to countries. Holders of Singaporean passports enjoy visa-free entry to 192 destinations out of 227 in the world.

The post About Passports, Diversity, and High-Tech Manufacturing: News Roundup for July 2023 appeared first on BrioHR.

As we close out May and move into June, we round up the top HR-related news for the month.

The post About Graduate Hiring, Uncertain Employment, and Layoffs: News Roundup for June 2023 appeared first on BrioHR.

As we close out May and move into June, we round up the top HR-related news for the month.

The post About Medical Certificates, Real Wages, and Productivity: News Roundup for May 2023 appeared first on BrioHR.

It is said that April showers bring May flowers. Would that be true in the world of HR? We round up the top news in April 2023.

The post About Labour Rights, Employee Retention, and the Retirement Age: HR News Roundup for April 2023 appeared first on BrioHR.

The first quarter of 2023 is almost over. Time sure flies, doesn’t it? We round up the top HR news stories of March 2023.

Malaysia’s eVISA System Now Available in Singapore

Malaysia’s eVISA system can now be accessed in Singapore by any nationalities that require a visa to enter Malaysia. It offers Single Entry Visa (SEV) and Multiple Entry Visa (MEV) options. Applicants can apply via the Immigration Department of Malaysia’s website.

Credit Suisse Employees Desperately Looking for New Jobs

Bankers employed by embattled Swiss bank Credit Suisse have been reportedly been inundating headhunters with calls after its takeover by rival UBS. Employees are said to be feeling frustrated by the bank’s ongoing restructuring plans, with one source claiming they had been told their roles were safe only to find themselves in the redundancy line. The bank has said it plans to cut costs by CHF1.2 billion (US$1.3 billion) this year, primarily through reducing staff numbers.

Indonesia Passes Jobs Decree

Indonesia’s parliament has passed a controversial jobs decree into law, which aims to boost foreign investment by simplifying business permits and cutting red tape, while also relaxing labour protections. The law has faced widespread opposition and protests from labour unions and civil society groups, who argue that it will hurt workers’ rights and make it easier for companies to exploit them. The government has defended the law, saying it is necessary to create jobs and spur economic growth in the country, which has been hit hard by the COVID-19 pandemic.

Tech Jobs Dominate Best Jobs in 2023

Indeed, one of the world’s largest job search engines, has released its list of the best jobs of 2023 based on salary, job opportunities, and growth potential. The top three jobs on the list are in the tech industry: machine learning engineer, data scientist, and cybersecurity specialist. Other notable jobs include digital marketing specialist, renewable energy technician, and healthcare administrator. The pandemic has accelerated the demand for jobs in technology, healthcare, and renewable energy, which are expected to continue to grow in the coming years.

Unemployment Falls in Malaysia

According to the Department of Statistics Malaysia (DOSM), the number of employed persons in Malaysia increased by 28,900 in January 2023 compared to the previous month. The labour force participation rate also increased by 0.1 percentage point to 68.9%, while the unemployment rate remained unchanged at 4.1%. The services sector continued to be the largest employer, accounting for 56.3% of the employed persons, followed by the manufacturing sector at 17.3%. The DOSM also reported a rise in the average monthly salaries and wages of employees, with the mean salary increasing by 2.5% and the median salary increasing by 3.0% compared to the same month in the previous year.

Singapore Employers That Hire Foreign Nationals Must Confirm Their Academic Credentials.

Starting September of this year, companies in Singapore that hire foreign nationals will be required to verify the educational qualifications of their employees through a new verification system, according to a statement by the Minister of Manpower Tan See Leng. This system will help employers ensure that the foreign workers they hire have the necessary skills and qualifications for their jobs, while also preventing the use of fake degrees and certificates. The system will be implemented gradually, starting with selected industries and expanding to cover all sectors by 2024. Companies that fail to comply with the new regulations may face penalties, including fines and restrictions on hiring foreign workers.

Learn how BrioHR can simplify HR for your business by getting a free demo here.

The post About eVisas, Credit Suisse, and Jobs: HR News Roundup for March 2023 appeared first on BrioHR.

It’s now 2023, which means HR is gearing up for what looks like another eventful year. We round up the top HR news stories of January 2023, which will set the tone for the year and beyond.

Amendments to Malaysia’s Employment Act to Come into Force on 1 January 2023

Malaysia’s amendments to the Employment Act 1955 have come into force on 1 January 2023, despite calls from employers to postpone it to 2024.

The Malaysian Trades Union Congress (MTUC) has called on employers not to delay implementation of the amended Act any longer, and for those who fail to implement the amendments to face strict action.

China Reopens Borders Effective 8 January 2023

China has opened its borders to international travellers, ending one of the world’s strictest pandemic regimes.

Only a negative nucleic acid test from within 48 hours after departure will be required for inbound travellers. There will be no longer be any nucleic acid testing or quarantine requirements upon arrival.

Among the new COVID management measures are dropping strict quarantine measures for infected patients, dropping designations of high-risk and low-risk areas, and removing passenger capacity limits on international flights.

Malaysia to Relax Hiring of Foreign Workers

In order to meet the demand for foreign employees, the Malaysian government has agreed to reinstate the labour recalibration programme and develop a more relaxed strategy for hiring foreign workers.

Home Minister Datuk Seri Saifuddin Nasution Ismail said employers won’t have to go through pre-requisite hiring processes or meet quota requirements in order to hire foreign workers from 15 source countries.

This comes as employers face a labour crunch as post-pandemic demand rebounds amidst an improving economy. Saifudin said that the programme is specifically targeted at hard-to-fill 3D jobs, i.e. jobs that are dirty, difficult, and dangerous.

Singapore Government Accepts Recommendations to Improve Workplace Health and Safety

The Singaporean Ministry of Manpower has accepted key recommendations by the International Advisory Panel (IAP) on strengthening workplace safety and health. These recommendations aim to reduce workplace incidents as well as mitigate the risks arising from climate change and green technology.

These recommendations include bringing business interests in alignment with health and safety, encouraging workers to speak up, as well as encouraging management to grow a culture where safety considerations and training are embedded into all aspects.

The aim is not only to reduce workplace injuries as a result of basic safety lapses, but also to better support an ageing workforce and be prepared for potential safety risks with new technologies.

Job Ads for Hybrid Work Increase 42% in Hong Kong

The job market in Hong Kong has become more active as the pandemic’s effects fade. Hong Kong employees are also more active in looking for jobs that fit their requirements like hybrid work, according to the most recent statistics on job advertisements from JobsDB.

Overall job postings have surged by 53% since the early pandemic phase in 2020, with job advertisements mentioning ‘hybrid’ increasing 42% year-on-year. In terms of search volume among candidates, ‘hybrid’ has surged 156%, reflecting a desire for flexibility in and out of the workplace.

The post About Border Reopening, Health and Safety, and Employment Laws: HR News Roundup for January 2023 appeared first on BrioHR.

It’s been a rollercoaster year for HR. As we close out 2022, here are the top HR stories from Malaysia and beyond for December.

Amendments to Malaysia’s Employment Act to Come Into Force on January 2023, No More Deferments

Malaysia’s Human Resources Minister V. Sivakumar has announced that the amendments to the country’s Employment Act 1955 will come into force on 1 January 2023, despite calls from employers to postpone it to 2024.

“The enforcement of the amendments to the Act must proceed as planned as it was already passed in Parliament, with most of the amendments being based on the International Labour Organization (ILO) convention,” he told a press conference.

Key amendments include the extension of maternity leave from 60 days to 98 days, reduced weekly working hours from 48 to 45 hours, and seven-day paternity leave for married male employees.

Glassdoor’s Word of the Year Reflects Employer-Employee Tensions

It’s been an unprecedented year for both employers as well as employees, and Glassdoor’s word of the year reflects that. ‘Return-to-office’ is Glassdoor’s word of the year in the United States, with the share of all US-based employee reviews in 2022 mentioning ‘RTO’ doubling (+122 percent) since 2021.

Since the Omicron variant has eased, employers eagerly began calling workers back into the office. But with stronger bargaining power and inflation top of mind for many employees, many were willing to part ways for better pay, perks and flexibility.

With this in mind, ‘return-to-office’ was met with overwhelmingly negative reviews from employees. When analyzing employee discussions on their company’s RTO policies, it is clear that employees want autonomy in choosing what type of work is best for them and clear communication from their employers when making decisions about how they work.

Indonesian Graduates Lack Marketable Skills: Minister

Indonesian Manpower Minister Ida Fauziyah said that the country’s labour market faces the challenge of unemployed graduates.

The domestic market is dominated by junior high school graduates and lower-level graduates, while there is a high unemployment rate among university graduates.

“Unemployment among higher education graduates is because it doesn’t meet the needs of the market,” Ida said at the Indonesia Economic Outlook 2023. She also said that the Manpower Ministry will emphasize vocational training and education to tackle this issue.

Singapore Raises Foreign Worker Quota

Singapore’s Ministry of Manpower (MOM) has launched a new scheme for firms to temporarily hire foreign workers above their quota.

The Manpower for Strategic Economic Priorities (M-SEP) scheme allows qualifying firms to obtain additional S Pass and Work Permit quotas of up to 5% above their base workforce headcount, subject to a cap of 50 workers per firm.

To qualify, firms must also commit to employ and/or train locals, as well as participate in programmes in line with Singapore’s strategy to innovate and internationalize.

Upskilling the Number One Priority for Human Resources Minister

In a poll conducted by BrioHR on LinkedIn, a majority of respondents want the new Minister for Human Resources of Malaysia, V. Sivakumar to focus on workforce upskilling. This result puts upskilling ahead of other priorities, such as implementing fair working standards or addressing an ongoing labour shortage.

Benjamin Croc, co-founder and CEO of BrioHR said, “The survey results show that the need for workforce upskilling and reskilling has never been greater. Working professionals are hoping that the government will enact policies encouraging employers to consider upskilling their current workforce to fill skill gaps rather than incurring the expense and time commitment of hiring new employees.”

“For many, the pandemic was also an opportunity to rethink their working methods and careers, as well as how supported they felt at work. The Great Resignation could be explained, at least in part, by people seeking better opportunities; a better work-life balance in addition to a higher pay cheque,” shared Croc.

 He added that in order to make Malaysia more resilient, capable, and inclusive, a redefined HR approach is needed to ensure that organisations have an updated workforce with skills that enable them to invest in new and better technologies.

The post About Employment Legislation, Tensions, and Upskilling: HR News Roundup for December 2022 appeared first on BrioHR.

Your business is only as good as your people. Therefore, it makes sense to consider hiring the best people that are best suited to the task (and your budget).

However, the evolving nature of work means that full-time employment is not the only option available to employers. A growing number of people are freelancing or participating in the gig economy, as their main or supplemental income. In 2020, the Department of Statistics Malaysia reported that almost four million people – more than a quarter of the workforce – engaged with the gig economy in some form.

Businesses love the flexibility of freelancers, yet hiring full-time employees shows commitment and engagement. So, which one is right for your business?

When to Go Freelance

When You Need Them Immediately

If your business needs to do something immediately, it may be better to hire a suitably-qualified freelancer. The process of finding a freelancer and briefing them about the project is much faster than going through the hiring and onboarding process for a full-time employee.

Through freelance job boards like Fiverr and Upwork, you can usually find a freelancer that can start work within the week. If you’re working on a tight deadline, or if you’re trying to get something to market fast, you can minimize downtime by going the freelance route.

When You Need Specialized Skills

Certain jobs like video production, web design, and copywriting requires skills that are hard to find in the workforce. With the growth of the gig economy, more and more skilled freelancers are realizing that they can use their skills to earn more money while staying flexible.

Hence, your business can utilize this vast pool of talent to plug a gap in your employees’ skillsets. What’s more, you don’t have to limit yourself to local talent. With the rise of remote working, you can engage freelancers from all across the globe at competitive rates.

When You Want to Save Costs

Hiring a full-time employee is expensive. Depending on jurisdiction, you can save on benefits like health insurance and statutory deductions. If your business is just starting up, you can also minimize your commitments by engaging freelancers as work starts to trickle in.

Furthermore, if your business is highly seasonal, you can manage costs by hiring freelancers to cover the busy season, while the rest of your team can handle the rest of the year.

When to Hire Full-Time

When You Want to Build Relationships

Developing customer relationships is one of the most important things a business can do to sustain its growth. Compared with freelancers, a full-time employee will more likely be aware of other internal company processes. They can then leverage that knowledge to help build the best customer experience.

Plus, customers like seeing a familiar face when dealing with your business. Hiring someone full-time guarantees that they can develop that relationship over a long term, contributing to the business’ success.

When You’re Building Institutional Knowledge

Knowledge and knowhow are the cornerstones of a successful business. Maintaining this institutional knowledge and translating it into action is critical. Full-time employees are the custodian of this knowledge. They are the ones who will apply it in day-to-day business, as well as during unusual scenarios. Freelancers are not privy to this knowledge, and thus are unable to build on it.

When You Need Someone to Care

Of course, freelancers are motivated to do good work, as they want repeat business. But ultimately, that’s what it is – just business.

With full-time employees, you can get them to be motivated by the company’s mission and vision – to give more than just their time and skills to the cause. The development and reinforcement of a cohesive culture based on shared narratives, guiding principles, and deeper ties between people is a vital resource that can only be built among full-time employees.

So, Full-Time or Freelance?

Whichever route you choose, both offer pros and cons. It really depends on which sector your business operates in, which stage of growth it is in, seasonal personnel needs, and a whole host of other factors.

Nevertheless, according to BrioHR’s 2022 SME Employer Sentiment Survey, over 50 percent of survey respondents would still opt for hiring full-time employees. This may be due to company confidentiality, as freelancers frequently work for multiple companies at the same time, often in the same industry.

The survey, which polled over a thousand SME industry leaders, captured employer sentiment during the first half of 2022. Thus, despite it being the norm in other economies, Malaysian businesses still prefer the steady growth and cultural engagement built around a full-time team.

Empower Your Team with BrioHR

Whatever your team’s composition, you need an all-in-one HR solution to automate routine processes and make things go smoother. This way, your HR team can focus on strategic tasks like increasing engagement or focusing on better recruitment.

With 9 powerful modules, BrioHR’s software covers the entire employee journey from recruitment to onboarding, payroll and claims, to performance and analytics, and more.

This enables business owners and HR teams to truly focus on what matters most – people.

Visit briohr.com and get a free demo now.

The post Should You Hire Freelance or Full-Time Employees? appeared first on BrioHR.