Real Wage Increase Is The Real Reward

60 cents | MICA (P) 142/09/2010
19 November 2010
CCI
Reaches
Travel
Sector p
6
Real Wage Increase
Is The Real Reward
T
he national aim to raise real
wages by 1/3 in 10 years
time got a strong boost
from NTUC SecretaryGeneral Lim Swee Say at
the Singapore Tripartism Forum Tripartite
By
IR Seminar 2010 on 15 November.
Nicolette Yeo
SG Lim pointed out that real wage
increase is critical in ensuring that
“workers are fairly rewarded”.
In light of the national goal to lift
productivity, the tripartite partners called
upon employers to share productivity
gains with workers to give them real wage
increases. This, said SG Lim, is the key to
(From left) NTUC SG Lim Swee Say, NTUC President John De Payva, Manpower Minister Gan Kim Yong and SNEF
President Stephen Lee.
achieving “the best of all three worlds”.
“We want the economy to keep growing
concluded SG Lim.
three to five per cent in a sustainable manner. We want
“Without productivity, real wage cannot go up in a sustainable
employment growth to continue to grow healthily so that we
manner. Without a flexible wage system, we cannot reward workers
can see a tight labour market in Singapore for a long time to
for their efforts in a responsive manner. Without the Inclusive Growth
come, so that unemployment rate will be low and employment
Programme (IGP), we cannot ensure that all workers of all wage levels
rate will be high. Employment in our view is the best welfare. At
will be able to be part of this improvement in real wages.”
the same time, we will make sure that the real wage continues
See Pages 2 & 4
to go up,” he said.
Looking at the tight labour market and reduced foreign
manpower, companies prepared to share productivity gains with
workers will reap manpower benefits, said SG Lim.
“Last year’s bonus was 2.2 months, including Annual Wage
“…We believe that the competition for all collars of workers
Supplement. For the unionised sector, with about 30 per cent of
over the next 10 years will become keener and keener. Employers
companies heeding the National Wages Council’s call of paying
who are able to invest in the skills upgrading, focus on productivity
a one-off lump sum, and with improved performance in most of
gains, but more importantly, focus also on productivity gains
the companies, we can expect at least another half month to one
sharing, are the ones who are likely to be able to continue to attract
month bonus better than the 2.2 months last year. It will be at least
a fair share of good workers, productive workers and motivated
2.7 months this year.”
workers. Organisations that do not invest in skills upgrading, do not
invest in productivity gains, do not reward the workers fairly through
NTUC IR Director Cham Hui Fong at the STF Tripartite IR
Seminar 2010. She added that estimated Annual Increment will
gains sharing are going to lose out.”
hover between 3.5 per cent and 4 per cent this year compared to
Although workers are able to enjoy real wage increases through
0.98 per cent last year.
gains sharing, sustaining its growth is dependent on other factors,
0.5 Mth More Bonus Can Be Expected
S
NTUC Fairprice Bags Top Retailer Awards
By Marcus Lin
with NTUC Fairprice being one this year.
hopping at any NTUC Fairprice Co-operative
Receiving the awards on behalf of NTUC Fairprice,
Limited outlet in Singapore is shopping at the
Chief Executive Officer (Singapore) Seah Kian Peng said:
Top Retailer in Singapore and, not only that,
“NTUC Fairprice is honoured and proud to receive these
shopping at one of the Best-Of-The-Best
awards. It is always gratifying to be recognised by the
Retailers in the Asia Pacific region. This is not
industry and, in this case, to be ranked against fellow
hearsay, but officially so.
retailers in the Asia Pacific region. We owe our success
At the annual 2010 Retail Asia-Pacific Top 500
to the strong support of our customers, our staff, our
awards ceremony held in Beijing on 9 November
business associates and our shareholders - individual
2010, NTUC Fairprice won the Gold Award for Top
members, unions, other NTUC Social Enterprises and, of
Retailer in Singapore and the Best-Of-The-Best
course, NTUC itself.
Retailers Award in the Asia Pacific region.
“As a Social Enterprise, our business model is
It covers 14 countries including Australia, New
different. We measure our success beyond financial
Zealand, China, Hong Kong, India, Indonesia, Japan,
indicators; in fact, equally if not more important is the
Malaysia, Philippines, South Korea, Taiwan, Thailand,
positive impact we make on our customers and the
Malaysia and Singapore. Each country has a gold,
These two award trophies and certificates
silver and bronze award winner and NTUC Fairprice
will take pride of place at NTUC Fairprice’s community. These awards affirm that we are on the
right track towards realising our vision to be Singapore’s
came in tops in Singapore. From amongst all the Gold headquarters.
leading retailer with a heart.”
Award winners, three Best-Of-The-Best Award winners were picked
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From Page 1
Wage Growth Secrets Revealed:
Productivity, Gains Sharing,
The impact of productivity, gains sharing and a flexible wage system on raising real wages featured
high on the tripartite partners’ agenda at the Singapore Tripartism Forum Tripartite IR Seminar 2010
on 15 November. At the Panel Discussion, NTUC President John De Payva, NTUC Secretary-General
Lim Swee Say, Manpower Minister Gan Kim Yong and Singapore National Employers Federation
President Stephen Lee renewed their support for the initiatives, gave an update on their objectives
and made some suggestions.
By Nicolette Yeo and Naseema Banu Maideen
Productivity
The 3 Must Haves For IGP
“
One very important criteria as to whether we will
support the Inclusive Growth Programme is the
extent it will contribute to the concept of minimum skill.
Are you going to up-skill the low wage workers’ minimum
skill? Secondly, are you going to restructure the job to
enhance their productivity? Are you going to give them
labour saving devices, enhance their working environment
so that with higher skills they can produce higher output?
Thirdly, we want to go for minimum skills, with one that
keeps going up; we want to go for higher productivity
but, bottomline, we want to know to what extent for those
workers will the wages go up?”
Lim Swee Say, NTUC Secretary-General
Encouraging Wage Growth
“
Moving ahead, we encourage wage growth to
lag productivity growth as we have always been
advocating... Some companies, by striving to be Cheaper
Better and Faster, have had productivity improvements; we
still encourage these companies to share the gains from
these productivity improvements with their workers. As
an example, the Inclusive Growth Programme is there for
companies but they must show a number of situations. One,
that they have managed to restructure, change the way
of doing things through investments on equipments and
workers’ training and, two, that they are prepared to share
the gains.”
John De Payva, NTUC President
Employers, Time To Take The Lead
“
Productivity is something that management must take
the lead. The workers say, ‘We are willing, tell us what
to do’. This is a much better situation than when the workers
are not willing. In a tight labour market, the workers can just
sit back and say, ‘I’m not willing’ simply because of the tight
labour market. Progressive companies are moving and if
you are not moving as a company in terms of productivity
movement, you will end up paying wage increases without
reaping any productivity gains. After a few years, you will
be lagging far behind and it will be difficult to catch up.
Take advantage of the programmes, the funding that are
already in place and a very cooperative NTUC, and move
your company.”
Stephen Lee, SNEF President
MOM To Introduce Productivity
Managers
“
…We are also rolling out a programme to train
productivity managers so that they can also
understand how to introduce productivity initiatives, how
to measure productivity improvements, how to design
packages and systems that will help motivate the workers
to be part of the productivity movement. We believe that
everyone has a role in productivity. Productivity involves
everyone and productivity must also benefit everyone. It is
important for us to have a comprehensive system to reward
and recognise contributions to productivity.
The Singapore Workforce Development Agency, for
example, has a programme called Productivity Initiatives
for Services and Manufacturing (PRISM). This programme
helps train productivity managers. It equips them with the
tools and knowhow to implement productivity measures and
introduce systems to reward and recognise contributions.”
Gan Kim Yong, Minister for Manpower
totalproductivity • workingfor
It Is Always About Trust
“
Flexible Wages
In tripartism and bipartism, the
core foundation is trust. Without
trust, tripartism cannot last and bipartism
cannot last. Employers, those during the
downtime, tell the unions and workers that
times are bad and that they need to tighten
their belts. When the times are good, they
say that times are good now but maybe the
bad times are coming by and, therefore,
they have to be prepared for rainy days…
This way, there will be no trust. If there is no
trust, then obviously bipartism will not last.
But fortunately, within the unionised sector,
a vast majority of companies don’t behave
that way.”
Productivity Gains Sharing
The Call To Employers
“
Once you satisfy the criteria for the Inclusive Growth
Programme, then you walk the talk. Once you get the
money, you show that you are moving on the right ladder
in improving your productivity, you will need to share
the gains and this is very important because workers are
prepared to work and workers are prepared to be trained
but workers also look upon you as employers to deliver, to
keep the faith, to share the growth.”
John De Payva, NTUC President
“
As an employers’ representative, particularly one that
is committed to the tripartite approach, SNEF will be
the first one to come out to say, ‘If your profit is better, you
should reward your workers through profit sharing bonus
and through other mechanisms’. We will take that stand. It
might be better for sizeable companies to have some KPIs
and some linkage so that the ground knows. A clear set of
KPIs helps the companies in terms of communication. It is
not ‘wait till the end of the year, I will talk to you’; rather it
is to release the KPI figures on a quarterly or monthly basis
and the ground can see the improvement, and you will see
the morale picking up. We need to work on both sides and
have more companies moving that way.”
Stephen Lee, SNEF President
Flexible Wage Systems
Keeping Focus
“
The real
objective is to
ensure that our wage
system is flexible
and responsive. We
must not lose sight of
these efforts as these
reflect the value of
the job and reflects
the performance and
productivity of the
individual… so that
from workers’ point
of view, it is a fair
remuneration system
and from employers’
point of view, it is a
system that motivates
the worker to put in the
best that he can to upgrade.”
Gan Kim Yong, Minister for Manpower
3
Lim Swee Say, NTUC Secretary-General
Striving For
Continuous
Improvements
“
So, as we focus
more and more
on more productivity
and performance in the
remuneration, this minmax issue* will be less
of a concern and over
time, there will be more
focus on a more flexible
system. It doesn’t mean
that we have arrived. We
do have to recognise that
for some of the targets
that we have set, we are
still a distance away from
it and as we get nearer and nearer to the target, we have to
realise that it is getting harder and harder to make the next
incremental improvement…Fortunately, we have built up a
strong tripartite relationship. We have to continue to reach
out to employers through platforms like this by sharing and
engaging at the industry level and continue to improve our
performance in terms of the flexible wage system.”
Gan Kim Yong, Minister for Manpower
* Minimum- maximum ratio of entry level salaries.
Systems That Work
“
Within the unionised sector, we found the Monthly
Variable Component to be useful. Last year, for
example, during the recession, about 30 companies cut pay
based on the MVC. As we come out of the downturn, so far,
almost everyone has restored the MVC with the exception
of maybe one or two who are still not doing well. MVC is
useful because on the part of the workers, they know what to
expect... During the downturn, they are prepared to tighten
their belts to save their jobs and yet, at the same time, there
is a mutual understanding that employers will restore the
MVC.”
Lim Swee Say, NTUC Secretary-General
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Migrant Workers Centre Steps Up Efforts
“
Most workers so fear going
home without earning back
the large agency fees, that some
abscond from their employers when
employment disputes arise.”
I
Yeo Guat Kwang
NTUC Alignment Director (All Nationalities, Quality Worklife)
t is known many migrant workers pay
exorbitant fees to overseas agents to
work in Singapore, but there are limits
as to what can be done to stem debtbondage amongst migrant workers.
This migrant worker’s burden leads to
many problems later in his/her employment in
Singapore. Most workers so fear going home
without earning back the large agency fees,
that some abscond from their employers when
employment disputes arise.
One way the NTUC-SNEF Migrant
Workers Centre (MWC) suppresses this
problem is closely working with regulatory
agencies such as the Ministry of Manpower
(MOM). MOM has formulated changes to
the existing Employment Agencies (EA) Act,
and the MWC with links to the Consumers
Association of Singapore (CASE) promulgated
the changes to the primary interest group - the
employment agencies themselves.
The key EA legislative changes can be
classified into three main categories, namely:
Migrant PMETs like Mr Lee Joo Heng, a butler at the Raffles Hotel
will benefit from the new Migrant Professionals Network.
(i) Updating provisions and processes within
the regulations to reflect changing industry
practices
(ii) Increasing MOM’s control of EAs as well as
the latter’s accountability for wrongdoing, and
(iii) A slew of changes in relation to the operation
of an EA, including the introduction of an
agreement between the EA and the migrant
worker, wherein all obligations, conditions, and
charges are to be clearly documented. MOM
will require EAs to have these agreements
ready at all times for random auditing by its
Employment Agency Licensing Branch.
The MWC sees the last change above as
a key first-step towards breaking the stranglehold of overseas agents on migrant workers in
Singapore, and convinced most attendees at EA
Consultation Sessions that the changes would
increase the transparency and professionalism
of the EAs.
Next year, the MWC will close gaps in
two other areas. The first is the management
of Special Pass (SP) holders in Singapore.
The SP is granted to a migrant worker
whose stay in Singapore is required due to
ongoing investigations or claims pursued by a
Government agency.
While many are placed on temporary
employment, many SP holders do not qualify
and may be left to fend for themselves. Soup
kitchens and free meals programmes such as
by the Buddhist Lodge and the migrant NGO
Transient Workers Count 2 (TWC2) help SP
Holders, but target only certain nationality or
religious groups.
The MWC is determined to extend
the programmes to all SP holders through
facilitating temporary employment to more SP
holders, and partnering NGO partners and
food catering vendors in large scale meals
programmes for them.
The second area identified is the migrant
PMET. The MWC will set up a Migrant
Professionals Network, where like-minded
professionals can share insights of their stay in
Singapore. The Network might do more later
like providing volunteers for MWC’s worker
engagement programmes; and advocating their
experience as Union members and promote
Union membership among their fellow migrant
professionals.
Three Sins That Block Raising Real Wages
“
T
By Naseema Banu Maideen
he key focus that stood out loud
at the Tripartite Industrial Relations
Seminar 2010 was clear and crisp
- raising real wages. NTUC Deputy
Secretary-General Heng Chee How,
who was Guest-of-Honour at the event held on
15 November 2010 themed `Lifting Productivity
and Sharing Gains for Sustainable Growth’, said
this theme reflected what was necessary in the
nation’s pursuit of reaching the goal of raising real
wages by 1/3 in 10 years as spelled out by the
Economic Strategies Committee.
While this sounds logical, the challenge lies
in achieving this in a sustainable way, he outlined.
DSG Heng further elaborated that while the
technical solutions geared towards enhancing
productivity and sharing gains are already in
place, more has to be done in overcoming the
negative aspects of human nature for better
synergy. He identified three key areas of human
nature that we must guard against:
• Complacency And Not Wanting
To Face Reality
DSG Heng: “There are some who may not
have the right sense of urgency to improve,
to stay relevant as individuals, organisations
and even as a country because we have been
doing well and may get a bloated sense of
superiority. If we think that way, that is the day
that we may begin to go down. As a country,
if you look at our productivity figures over the
last five years, the overall productivity figures
have been on the slide and that is why we are
redoubling our efforts as a country in order to
make that sustained improvement. This is a
message out there for all of us that nothing is
to be taken for granted.”
• Self-Destructive Selfishness And Not
Wanting To Share
DSG Heng: “Believing that the way to rise and
increase one’s share of the pie is to snatch
it from others - This is a win-lose mindset,
not knowing that it gives rise to jealousy and
ultimately brings down the whole show. If we
look again at what is happening across the
globe in many countries and the strikes that
go on because national schemes no longer
work, it reflects this and how it is hurting them
economically now and into the future.”
• Looking For Easy Solutions And Not
Wanting To Put In Effort
DSG Heng: “Looking for others to solve our
problems for us so that we can continue to
The tripartite partners know
full well that their value
as a whole lies in being able to
anticipate developments and create
arrangements to create win-win
outcomes for all, so that they can
each remain credible with their own
respective ground. Each brings a
different but complementary strength
to the partnership, thus enabling more
value to be created than would have
been possible if any one party would
have done so on its own.”
Heng Chee How, NTUC Deputy SecretaryGeneral
enjoy without effort. Trying to legislate away all
ills such as discrimination, low-wage, lack of
safety culture, foreign competition or fingerpointing and blaming others as if this will solve
the problems is one example. This is too
simple to be, so, let’s not look for those silver
bullets. Let’s look again at what needs to be
done and organise ourselves.”
He added that while we have to face these
similar challenges in Singapore that are also
prevalent in other countries, there is one effective
weapon of tripartism that is at work here. “Our
tripartism is one that is born of pragmatism,
tested through crises and strengthened by
foresight and high responsiveness,” he said and
reinforced that Singapore should ride on this
advantage.
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Travel Services Sector Says Hello To CCI
S
By
Muneerah Bee Mohamed Iqbal
ince the Customer-Centric Initiative
(CCI) started its journey in 2005, it
has been a trailblazer in improving
service excellence in various
industries. Trekking into its sixth
sector, the CCI was recently extended
into the Travel Services sector, led by
the National Association of Travel Agents
Singapore (NATAS) with support from
the Singapore Tourism Board (STB) and
SPRING Singapore. The NATAS-CCI was
officially launched on 15 November 2010
with NTUC Secretary-General Lim Swee
Say as the Guest-of-Honour.
NATAS President William Tan
(pictured, sixth from left) explained that
NTUC Secretary-General Lim Swee Say (fifth from left) and NATAS-CCI partners at its official launch on 15 November 2010 at the Grand
Copthorne Waterfront Hotel.
under CCI, Spring Singapore provided
NATAS with a pool of consultants and
About 30 per cent of NATAS
training providers, funding support to train
At the launch of CCI for the Travel Services
members are already on board
workers in service quality and industry customer
sector, NTUC SG Lim Swee Say highlighted
satisfaction diagnosis.
the three challenges the Travel and Tourism
the NATAS-CCI project. This shows
Under the initiative, a set of common
sector faces.
that the industry players understand
service standards will be developed for all
how important good service is in terms
NATAS members and Service Quality Managers
Meeting Customers’ Needs
of helping them be more competitive
will be appointed in travel agencies. The
Sharing his own example of his travel
and to face the challenge of more
Travel Services sector is also now a part oh
preferences, SG Lim noted that travellers
demanding customers.”
the Singapore Service Star scheme, where a
have their own idea of how they want to
mystery audit will measure good services.
spend their vacations and business travels.
Yeo Guat Kwang, Co-Chairperson of the
GEMS Up/CCI Working Committee and NTUC
Co-Chairperson of the GEMS Up/CCI
He said: “When we are overseas, we want
Alignment Director (Quality Worklife)
Working Committee and NTUC Alignment
to have a good time. Sometimes we want a
Director (Quality Worklife) Yeo Guat Kwang
good price, sometimes we want good service
as a road map where there are now tools in
(pictured, fourth from left) said: “We are
and sometimes we want a combination
place that travel agents collectively take as a
confident that the basic structure and
of both. Each one of us will have our own
service standard.
framework that we provide through the
preferences.” The sector will need to be more
Executive Director of Chan Brothers Travel
NATAS-CCI will enable the players to set the
prepared to address customers’ demands
Pte Ltd Chan Guat Cheng pointed out having a
standard. The initiative also has certain relevant
with good quality service.
corporate service culture through CCI initiatives
intervention to improve and close some of the
will have a chain effect on workers. She
service gaps and the Mystery Shopper as a
Staff Mobility
explained: “When staff work in a very customerregular monitoring system. I think such a simple
As the labour market today is tight, it is a
centric environment, we have happy customers
three step approach will help the early adopters
challenge for employers in the industry to
and we have happy staff with very good staff
to succeed in improving their service and to be
keep their staff and SG Lim foresees it to
morale. We are then able to retain our staff,
more competitive.”
be this way over the next five to ten years.
especially since we do have high manpower
To match with the growing competition from
He said: “It is not possible for us to grow an
turnover in our travel industry.”
other suppliers on the internet, the initiative
economy, keep expanding our workforce
82 out of the 1,000 travel agencies in
will also give travel agents a greater online
and keep taking more and more foreign
Singapore, of which about 300 are members
presence through a NATAS Travel Portal for
manpower. It’s not to say that we’re going to
of NATAS, have pledged their commitment. In
travel agencies as well as customers. STB
stop the supply of foreign manpower. They
his speech, SG Lim cited these 82 agencies as
Executive Director, Capability & Innovation and
will continue to come in but the rate of growth
pioneers of the programme and encouraged
Visitor Information Feedback, Sector Planning
will slow down in tandem with the growth of
them to pave the way for more agencies to join
& Development Group Neeta Lachmandasthe local work force. So in other words, your
them on the road of the NATAS-CCI.
Sakellariou (pictured, fifth from right) sees CCI
challenge in terms of retaining your staff is not
going to get any easier and it is important that
all of us recognise that.”
“
More Pervasive Technology
Representatives
from participating
travel agencies,
including Chan
Brothers Travel
Pte Ltd Executive
Director Chan Guat
Cheng (third from
left), engaging in
dialogue.
With the Next Generation National
Broadband Network (NGNBN) to be in place
within the next couple of years, digital media
and online services will be easily available
to the households throughout Singapore
and there will be a keener competition
for technology as a channel. SG Lim
encouraged the Travel Services sector to
embrace technology: “Always remember that
technology is neutral. Technology is not your
enemy or your friend. For those of us who
embrace technology correctly, it is going to
become our strongest ally.”
NTUC LearningHub Helps Equip
Workers With Special Needs
A
By Muneerah Bee Mohamed Iqbal
s a Labour Movement for an all
inclusive workforce, the need to
effectively equip Persons with
Disabilities (PWD) with adequate
skills and training has not been
excluded. Students with special needs at Delta
Senior School (DSS) can now count on NTUC
LearningHub Private Limited as an avenue
to enhance their career opportunities. On 27
October 2010, NTUC LearningHub launched
its inaugural Environmental Cleaning Workforce
Skills Qualifications (WSQ) class for students
there.
President of the Autism Resource Centre
and Member of Parliament for Jalan Besar GRC
“
The largely untapped pool of
Persons with Disabilities (PWD)
as a valued part of the workforce is
a ready solution to the shortage of a
loyal workforce. Moreover, it is also
meaningful, authentic and sustainable
Corporate Social Responsibility that
employers do good to help PWD lead
independent, dignified and quality
lives.”
Anthony Chan, Delta Senior School Head of
Department
Denise Phua attended the programme at NTUC’s
e2i (Employment and Employability Institute), one
of NTUC LearningHub’s training centres.
Through this partnership, NTUC LearningHub
will provide training and certification under the
WSQ framework not only in the cleaning industry
but in other industries as well. DSS will build the
capabilities of its trainers at NTUC LearningHub
before providing the pre-training in the school.
NTUC LearningHub will also provide the final
phase of training before assessment, which leads
to certification.
Head of Department of DSS Anthony Chan
said: “DSS is an Approved Training Organisation
(ATO) for the WSQ framework in F&B, Hotel and
Accommodation, Horticulture and Landscaping
and we prepare students to be a competent and
valued part of the workforce. In order to cater
to the diverse interests and needs of students,
DSS forms strategic partnerships with other
ATOs such as NTUC LearningHub to enable
more students with mild intellectual disabilities
to benefit from WSQ vocational certifications in
other areas.”
With such training and certification, it further
helps workers with special needs to be socially
accepted by the public and employers alike.
“PWDs who have been certified competent
through the WSQ training conducted by ATOs
like NTUC LearningHub will give the public
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A student of
Delta Senior
School getting
hands-on
training
during the
Environmental
Cleaning WSQ
class.
“
We are pleased to be part
of Delta Senior School’s
goal to ensure a steady and sound
future for their students’ successful
employment. Through our quality
training, we believe that students will
be equipped with the necessary skills
to be independent and successfully
placed in the industry.”
Zee Yoong Kang, NTUC LearningHub CEO
confidence that PWDs are equally capable, given
the right opportunities and nurturing. In fact,
employers who hired DSS students have testified
that they are indeed a pool of valued workforce,”
Mr Chan said.
71 Hotels Take Productivity Pledge
“
S
The time for action is now.
Those who take the initiative
will forge ahead. Those who don’t will
progressively relegate themselves.”
By Marcus Lin
ingapore’s hotel industry which
employs 28,000 workers, accounts
for about 0.9 per cent of the Gross
Domestic Product or $2.36 billion
in value-add and has considerable
multiplier effects, is transforming itself to get
even better.
71 hotels representing more than 75 per
cent of all gazetted hotel rooms in Singapore
gathered on 8 November 2010 to affirm
their commitment to boosting productivity
for the hotel industry at the Hotel
Transformation 2010 Conference (HT 2010).
It was organised by the Singapore Hotel
Association (SHA) with support from the
Singapore Tourism Board (STB) and the Food,
Drinks and Allied Workers’ Union (FDAWU).
Senior management from the 71 hotels
signed a productivity pledge comprising five
key principles relating to Company Policy,
Human Capital Management & Development,
Productivity Improvement Measures, Contributing
to the Common Effort, and Sharing the Fruits of
Productivity.
Witnessing the signing, NTUC Deputy
Secretary-General and FDAWU Executive
Secretary Heng Chee How highlighted three
goals for the industry, first of which is the
recruitment, training, development and retention
of talent and manpower.
“To help the industry do this, the National
Stronger As
One
NTUC Deputy Secretary-General Heng Chee
How (standing in picture)
Productivity and Continuing Education and
Training Council has identified hospitality as
one of twelve core sectors to work on. Funds,
including those from the Tourism Development
Fund, are available to catalyse action and results.
“The STB is the government agency
accountable for working with industry partners
to achieve the outcomes. To ensure inclusive
progress, the NTUC’s Inclusive Growth
Programme (IGP) also draws on these funds
from the Council, and the FDAWU and NTUC’s
e2i (Employment and Employability Institute) are
actively seeking out partners to make things
happen for common good and sustained mutual
gain.
“Continuing Education and Training (CET)
centres like SHATEC Institutes can also play
an active role in skills upgrading of hospitality
workers, especially where they have the strong
support of employers.”
Another goal is raising service quality
and customer satisfaction to achieve more
repeat business and helpful word-of-mouth
recommendations, DSG Heng said, urging
“all hotels to take full advantage of the funding
and the ideas exchange available through the
Customer-Centric Initiative (CCI) programme. All
transformation takes hard work, and it cannot
be done on one’s behalf. However, when the
dust settles, it is those who persevered who will
remain standing.”
DSG Heng added: “The third goal is to fuel
growth through mindful investment in technology.
As hotels re-look into how to further streamline,
integrate and improve on their existing work
and communications processes, they will find
technology a useful tool and enabler.”
However, he stressed that “it is not a call
to blindly computerise or buy gadgets to look
sophisticated. It is for each hotel or chain to
decide which tools best serve its improvement
strategy. Tax credits and grants are again
available to lighten the burden as you do so.”
totalproductivity • workingfor
NTA Sets Out
Work Plans
I
9
By Jimmy Wee
NTA Acting Executive Secretary
naugurated with a membership of 10,500 on 26 June 2010 to better
represent the interests of the six NTUC-affiliated taxi associations,
the National Taxi Association (NTA) is quickly getting into gear.
At its recent Work Plan Seminar on 30-31 October 2010, NTA
Advisor and NTUC Assistant Secretary-General Seng Han Thong
together with NTA exco and key leaders from the six branches charted
out the work plan for 2011 under the 4D programme (Do Well, Do Good,
Do Together and Do More).
They pledged to increase membership to 11,500 by 31 October 2011
under the Do More programme, and also set out several key initiatives:
Do Good - Drive and Save Scheme (DAS)
DAS will be implemented on 1 January 2011. It will help taxi Principle
Hirers numbering close to 24,000 save more in their CPF-Medisave with
co-contribution of $15 from the taxi companies when Hirers put in $15 in
their Medisave.
Based on CPF/MOM figures, about 80 per cent of taxi drivers make
regular contributions to their CPF accounts. NTA hopes to increase the
percentage to 90 per cent with the DAS scheme.
Do Well - Leadership Development
NTA will invest more resources into developing core capabilities of its
leaders in the following areas:
NTA Advisor Seng Han Thong (right) charting out the NTA Work Plans.
NTA will work and collaborate with the six taxi companies with support
from the Singapore Taxi Academy and NTUC’s e2i (Employment and
Employability Institute) in implementing key initiatives to achieve the CBF
initiatives and also to tap on the Inclusive Growth Programme funding.
NTA also took the opportunity to honour ex-Executive Secretary
Chang Meng Dong who was at the seminar for his unwavering
contributions and commitment over the last 10 years to the taxi
associations.
NTA Membership Road Show
In the first collective recruitment exercise, close to 200 new members
were recruited at the annual NTA Membership Recruitment Road Show
held on 9-10 November 2010. With several recruitment drives in the
pipeline, NTA is confident of crossing the 11,000 membership mark by the
end of the year.
• Alignment programme for leaders to understand the history and
development of the taxi associations and links with NTUC/Labour
Movement.
• Communication and handling skills
• Grievance handling and counselling skills
Do Together - Cheaper Better Faster initiatives
“
The Work Plan Seminar was an important milestone
as this is the first time all our leaders gathered under
the new NTA identity. It enabled us to adopt the `ONE Voice’
mindset. It was fruitful as we charted out the key work plans
for 2011 in a systematic manner. With proper planning
and budgeting, we hope to deliver our programmes more
effectively and reach out to more members and their
families.”
Wee Boon Kim, NTA President
“
Our leaders enjoyed the lively exchange with Ms
Wong the Mediacorp DJ, our special guest for the
seminar. We felt Ms Wong provided solid recognition of
their services and this has motivated them to better deliver
and improve their services. Ms Wong’s insight on taxi
services has also helped our leaders better understand the
challenges facing our industry and this had helped us to
better chart out our work plans.”
“
The seminar was timely as it provided a social
platform for our leaders from the different
associations to gather and get to know each other better
after the formation of NTA. Though it was a short two days,
it greatly strengthened the camaraderie and friendship
among the leaders. With this strong foundation established,
it would certainly go a long way in helping NTA achieve
greater heights and deliver better service to all our
members.”
Ong Hian Teck, NTA General Secretary
John Leong, NTA Deputy President
Sign Up For Children’s On-The-Spot Drawing Competition
Themed “I Love Going Back To School”, registration closes on 6
December 2010 and limited spaces are available. Participants get a
free goodie bag. There are two categories (5-7 years old, and 8-12
years old) with three winners per category. 1st prize - $200 vouchers,
2nd prize - $100 vouchers and 3rd prize - $50 vouchers.
The competition will be held on 10 December 2010 at 2pm at the
Toa Payoh Central Amphitheatre (outside Toa Payoh Library). Details
and registration form can be found on www.ntuc.org.sg/backtoschool
10
workingfor
• totalproductivity
e2i Primes Jobseekers
For The Medtech Industry
Preparatory WSQ Courses Introduced
C
By
Nicolette Yeo
alling all jobseekers! Want to be
a part of Singapore’s growing
medical technology (Medtech)
industry? It is now easier than
you think. With a minimum
Secondary education, you can take up
the new preparatory Workforce Skills
Qualification (WSQ) training programmes
that will equip you with the relevant skills
to enter the industry.
Incorporated into the national WSQ
framework in September this year, these
WSQ programmes are the brainchild
of NTUC’s e2i (Employment and
Employability Institute), Singapore Workforce
Development Agency (WDA) and the Electronics
Industries Training Centre (ELITC) in partnership
with three key Medtech employers.
Course modules include:
• WSQ Biomedical Products’ Assembly Skills
to provide the knowledge and application
skills in performing biomedical products’
assembly.
• WSQ Follow Good Cleanroom Practices to
provide the application of good cleanroom
practices when carrying out daily tasks in the
cleanroom.
e2i Chairman Ong Ye Kung said: “WDA
has the WSQ qualifications and certifications
set up and they are putting in the funding;
ELITC is delivering the training, in this case,
they are doing the Cleanroom as well as
Biomed Assembly; e2i is the market maker,
the middleman, we bring in the workers, we
introduce them to the training and they go
through the training. After the training, they will
have the basic skills and some confidence and
then we will introduce them to the employer.
The employer will then have a higher chance of
employing them.”
Mr Ong was speaking at the Media Visit
to Creganna Tactx Medical on 9 November
Microscopic Work Find
WSQ A Great Help
Despite having some knowledge about medical
products in his last job, Mr John Pang, 32, found
the new WSQ courses useful in his new job with
Creganna Tactx Medical.
“They teach us how to use a microscope, do
soldering and trimming on very small objects,” said
the former medical products sales representative
who joined the company five months ago. As
an Assembler, Mr Pang’s role is to put together
different parts to create the final product. He relishes the additional
training from the company to handle different products as well as
various manufacturing processes which has enabled him to stand in for
staff who are away.
“I find my job interesting. The product looks simple. You think it
is easy to make but it is very difficult because you need to be very
focused as it is microscopic in size. Every trim, every cut, every
measurement is in millimeters. This makes you make the products in a
more serious manner because you need the quality; if there is a defect,
it will affect the results of a surgical procedure on a patient. In medical
procedures, you need to maintain 99 per cent accuracy,” he said.
NTUC Media Co-operative Limited
Chairman
Noel Hon Chia Chun
noel.hon@e-cop.net
The NTUC This Week Team
Managing Editor
Shona Tan-James
shonatan@ntuc.org.sg
Chief Executive Officer
Seng Han Thong
senght@ntuc.org.sg
Executive Editor
Marcus Lin
marcuslin@ntucmedia.org.sg
Managing Director
Shona Tan-James
shonatan@ntuc.org.sg
Assistant Executive Editor
Nicolette Yeo
nicoletteyeo@ntucmedia.org.sg
Chief Operating Officer
Alvin Wong Pek Kin
alvinwong@ntucmedia.org.sg
Senior Journalist
Naseema Banu Maideen
naseema@ntucmedia.org.sg
Journalists
Vanessa Teo
vanessateo@ntucmedia.org.sg
Muneerah Bee Mohamed Iqbal
muneerah@ntucmedia.org.sg
Creative Director
Ho Kok Cheng
hokc@ntucmedia.org.sg
Senior Executive Designer
Mohamed Nasuhar Soeyoeti
soeyoeti@ntucmedia.org.sg
Executive Editor (Chinese Section)
Ho Seo Teck
host@ntucmedia.org.sg
Senior Journalist (Chinese Section)
Karene Wong Shiow Chyang
karenewong@ntucmedia.org.sg
Senior Executive Designer (Chinese Section)
Charles Chong
charleschong@ntucmedia.org.sg
Resident Photographer
Alvin Toh
2010. The company, a leading supplier of
medical devices, is one of the three employers
consulted for the WSQ programmes. To date,
135 jobseekers have been trained under the
WSQ, and 53 have placed into new jobs with
a number at Creganna. Its Vice-President
of Operations Steve Wiesner said that the
company’s nature of work requires high
precision and attention to detail. Therefore,
having workers with the WSQ foundation
would help the company save valuable training
time and ensure that workers are “productive
in one day”.
“When we partnered e2i, we set up basic
skills development and a basic awareness such
as basic cleanroom techniques - gowning for
a cleanroom, how to clean before going into
a cleanroom, the importance of keeping your
hands clean, personal hygiene…that goes a
long way into helping them transition into this
plant,” he said. e2i trainers also worked at
Creganna and subsequently transferred what
they learnt to the jobseekers, an initiative Mr
Wiesner deemed “very, very effective”.
With the Medtech sector looking to fill about
15,000 opportunities in the next five years,
starting with 450 in the next 12 months, Mr Ong
also sees it as a chance for displaced workers
in electronics sectors to be transferred to the
Medtech industry.
From Waitress To Engineer
“When I first came here for an
interview, I did not know what
Medtech was all about,” said Ms
Elsa Ng, 29, when she applied for a
job at Creganna Tactx Medical five
years ago.
But after basic training from her
supervisor and overseas training
stints in the United States and
Mexico, the former waitress is now
one of the most gifted engineers
in the company, with the ability to
process things much smaller than a
human hair.
In fact, hers is one of the most inspiring success stories in
Creganna. Starting off as an Assembler, Ms Ng was promoted
every year to her current position of Junior Process Engineer,
earning more than double her starting pay and a good reputation
in the industry.
Ms Ng, who helps to train e2i’s trainers, is glad she gave
Medtech a chance. “I like doing different things and trying
something new,” she said.
Sales
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josephloh@ntucmedia.org.sg
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stevenlow@ntucmedia.org.sg
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The publisher owns the copyright to all photographs and articles in this publication. No photograph
or article may be reproduced in part or in full without the consent of the publisher.
totalproductivity • workingfor
11
Cheers For Grandma Molly’s WSQ At 64
“
Cheers believes in promoting
lifelong learning and we will
continue to invest in the people who
work with us by providing ample
opportunities to re-develop, broaden
and raise their skill sets. Programmes
like the WSQ Diploma in Retail
Management, which are accredited
and recognised industry-wide,
further equip them with the required
proficiencies and business know-how
to effectively manage our business.”
I
By Muneerah Bee Mohamed Iqbal
t has been more than 40 years since
Madam Molly Lau stepped into a
classroom. As the second child in a
family of nine, she joined the workforce
immediately after her GCE “O” Levels to
support her family. On 21 October 2010, the
64-year-old station manager at an Esso petrol
kiosk, managed by Cheers, proved that it is
never too late to pursue further education.
A grandmother of three, Madam Lau is
among the pioneer batch of 20 Cheers managers
who graduated with the Singapore Workforce
Skills Qualifications (WSQ) Diploma in Retail
Management, customised and conducted by
Ngee Ann Polytechnic’s Continuing Education
and Training (CET) Academy and School of
Business & Accountancy.
From September 2009 to 2010, Madam
Lau undertook eight modules which include
managing finance for retail operations, service
operations, marketing strategies, merchandising
and store presentation. The programme was also
“
Going forward, Ngee Ann
Polytechnic will continue
to explore new ways of learning
where mature workers can take
responsibility for their own learning,
especially bearing in mind that
more of the maturing workforce will
embrace lifelong learning.”
Chan Kwan Yew, CET Academy Director at
Ngee Ann Polytechnic
Koh Kok Sin, Cheers General Manager
Madam Molly Lau (left) greeting a customer at the Cheers
store in Upper Changi North.
customised to include industry best practices
that could be adapted to improve business at
Cheers.
She recalled her learning experience: “After
the course, I am able to analyse things better.
I learned the different ways of displaying and
merchandising - where you should put the items
to attract customers and what are the things you
need to do for the store. We also look into safety,
especially the customers’ safety and the safety of
the food, and also security at the store.”
As a competency-based course, Madam Lau
and her classmates learned through classroom
lectures as well as discussions, project work,
oral presentations and role plays. There were
also activities which tapped on their experience
and allowed opportunities for the trainer and
trainees to discuss and share their knowledge
and experience.
Director of Ngee Ann’s CET Academy Chan
Kwan Yew explained that the courses there
are tailored for mature workers to get the best
learning experience for their jobs. “Some courses
allow students to choose their own electives from
a comprehensive menu comprising modules from
outside the immediate discipline of the course the
trainees are taking to broaden their learning to
meet the needs of their work situations,” he said.
Ngee Ann Polytechnic’s CET Academy will
also develop two new WSQ programmes for
Cheers staff - the Advanced Certificate in Retail
Supervision for supervisors and the Certificate in
Retail Operations for frontline retail staff.
Such initiatives are welcomed by lifelong
learners like Madam Lau. In fact, she is
enthusiastically hoping to continue with an
Advanced Diploma if the opportunity arises.
“We must always have positive thinking when it
comes to learning. If you have an opportunity,
grab it. Whatever you learn is in the brain and
nobody can rob you of knowledge, so learn as
much as you can,” she said.
UWEEI’s Committed To Back-To-School Project
“
T
By Vanessa Teo
he United Workers of Electronics and
Electrical Industries (UWEEI) place
great emphasis on the education of
its members’ children, and constantly
helps them in this area. It is no
different this year as UWEEI held its Back-toSchool Voucher Presentation Ceremony on
14 November 2010, followed by a free movie
screening of ‘Megamind’ for its members.
Said UWEEI General Secretary Cyrille Tan:
“NTUC’s Back-to-School project is an integral
part of UWEEI’s efforts in extending our helping
hand to our union members. Education is an
essential part in ensuring the futures for our
children, and UWEEI is glad to be able to help
our members lessen the costs of school related
expenses for their children.”
In total, UWEEI gave out $343,625 worth of
vouchers, benefitting 1,362 families and 2,749
children. One of the members who benefited
from the Back-to-School vouchers is Mr Tay Ee
Kim who received $250 worth of vouchers for his
two school going children, aged 13 and 16.
He said: “I am currently unemployed, so
these vouchers can really help relieve some of
UWEEI will continue to remain
focused in our efforts to
extend help to the workers. All these
programmes have benefitted the
lower-income union members and
their families, and we will continue
to commit ourselves to help our
members in all possible ways.”
Cyrille Tan, UWEEI General Secretary
my financial burdens. I am very happy, and I will
like to thank UWEEI for its help.” Members can
use the vouchers to purchase items at selected
bookshops and retail outlets from 15 November
2010 till 15 February 2011. The vouchers can
also be used at NTUC’s Back-to-School Fair
from 10 to 12 December 2010 at Toa Payoh
Central.
“I strongly encourage you to visit the NTUC
Back-to-School Fair… At the fair, you will be able
to use your vouchers to purchase great value-formoney school related items such as assessment
books, school bags, shoes and more. With
these vouchers, we hope to help our members in
providing their children with the necessary tools
for a quality education,” said Madam Belinda
Teng, who is the Chairman of the Selection
Committee in UWEEI for the NTUC Back-toSchool vouchers.
UWEEI’s efforts to help its members in every
way has been clearly demonstrated throughout
the year, from the giving out of the Family
Recreation and Fun Carnival vouchers and U
Stretch vouchers to the recently distributed
$145,125 worth of awards at the scholarship
and bursary awards ceremony last month.
Moving forward, UWEEI will continue to deliver its
commitment to help members and their families.
U有看法 U有办法
外劳中心努力保护外劳
࿀‫ا‬ປীধ֦ྕࡎ௩‫܅‬ቜ޲ĭᅗ༈Ӯᇟĭ໵ٍߖ౪ĭႁ‫ݥؿ‬஋ߵ‫ݛ‬h၁ᆦႁແೊՖĭ
ૌ֚‫ه‬഻‫ܮ‬Ⴃࣷ‫ټ‬൐ĭ෸૔ᆵᇗ֭၊ོಮऄ๮๮৞ि‫ܮ‬ᇾฮ஥ਜh
杨木光
‫܅ࠩݛۺ‬ႾიႲᇑ‫܅‬ቜ഻ࠋඏඏӑ
众所周知，许多外劳为了来我
国工作得事先支付高得离谱的中
介费，但要遏止这种盘剥现象，
人们所能做的极其有限。
正因为中介费高昂，致使外劳
来到新加坡工作后，无法偿还大
笔债务给雇佣代理，因而十分害
怕回国。也正因为如此，每当发
生雇佣纠纷时，他们之中的一些
人就偷偷离开雇主逃跑了。
职总与全国雇联合办的外籍
劳工中心（简称外劳中心）抑制这
种不良现象的一个办法，是与监管
机构如人力部密切合作。现在，
人力部已经对雇佣代理商法令提
出修订建议，而与新加坡消费者
协会有联系的外劳中心也已将有
关的建议，告知雇佣代理商。
雇佣代理商法令的修订方向有
三个主要方面：
一、更新条例中的条款和程序，
以反映正在变化中的业界实况；
二、加强管制雇佣代理商，以及
提高惩罚违法者的程度；
三、制定一套供雇佣代理商与
外劳共同签署的协议。这项协议对
有关双方所负的一切责任、应遵守
的条件和收费办法，做出明确的规
定。人力部将规定雇佣代理商必须
保管好这些协议，以便相关部门随
机检查。
外劳中心视修订法令为关键性
的第一步，以便解除海外雇佣代
理对前来新加坡工作的外劳所施
加的束缚，并且使出席雇佣代理
商磋商会议的大部分人士信服，
修订法令可提高雇佣代理商的运
作透明度和专业化程度。
外劳中心明年将改进其他两个
领域的工作。第一是管理在新加坡
的特别准证（SP）持有人。特别准
证是一种专门发给须要留在新加坡
的外劳的证件，以便他们接受正在
展开中的调查或回应某个新加坡
政府机构提出的要求。
虽然特别准证持有者不少有临
时工作，但也有许多这类外劳不适
合受聘，而必须自行料理生活。一
些施食所或供给免费餐食的机构
如新加坡佛教居士林，照顾外劳
福利的非政府组织TWC2，一直在
帮助这些特别准证持有人，但照
顾的对象只限于某些国籍或宗教
信仰者。
为此，外劳中心决定要扩大
这些计划，帮助所有的特别准证
持有人，设法为他们提供临时工
作，并且与非政府组织伙伴和餐
食提供者合 作，为他们提供大
规模的餐食计划。
第二个被确认的领域，是帮
助外籍的专业人员、经理、执行
人员和技术人员（PMET）。外劳
中心将设立一个外籍专业人员网
络，让有同样见解的专业人员，
通过这个网络交换他们在新加
坡居住的感想。这个网络以后还
可能有更多用途，如为外劳中心
主办的工友接触计划提供义工，
宣扬参加工会的经验，以及在外
籍专业人员之中鼓励同事参加工
会。
梦想成真
新加坡保险业雇员联合会 在
2010年10月30日欢庆55周年。全国
职工总会秘书长林瑞生以嘉宾身份
出席活动时指出，新加坡的失业率从
6月的2.2%下跌至9月的2.1%绝对不
是偶然的，这是“劳资政协作伙伴努
力将共同梦想化成现实的成果”。
林瑞生表示，新加坡工运组织在
面对问题时不会问“为什么？”，而是
问“为什么不？”。对于未来，他指出
新加坡希望实现3个梦想：
首先，确保我国不仅拥有低失业
率，更重要的是拥有较高的就业率。
无论年龄、技能水平、性别或教育背
景，所有的新加坡人都是包容性增长
计划的一部分。
其次，确保劳资政协作关系及工
运组织在未来一段很长的时间里，仍
能继续强大。我国工运组织的会员人
16-20.indd 13
数在过去10年里取得倍数增长。接
下来，工运组织将落实老中青三代会
员策略，让明日的工友、今日的工友
及昨日的工友都能加入工会。林瑞生
说：
“老中青三代会员策略让我国的
工运组织有异于其他国家。”
第三个 梦 想 则 是 通 过 三接 模 式
（接受、接棒、接连）将工运领导层的
交接制度化，以避免我国工运领导层
面对老化问题。我国工运组织能够这
么做，是因为今日的领袖都致力于领
导层的发展和更新。
林瑞生说：
“如果能实现这三个梦
想......我相信工运组织将在未来一段
很长的时间内，继续茁壮成长。”
在敦促新加坡保险业雇联继续努
力的同时，林瑞生也肯定了该工会领
导层的奉献精神、热情、领导能力，以
及会员和管理层伙伴的强力支持。
林瑞生（中）敦促保险业雇联继续努力，让梦想成真。
团结就是力量
新加坡保险业雇员联合会会长李国华认为，要取得成功，拥有梦想是
很重要的。在执委会和会员的支持之下，他实现了建立更新、更好的新加坡
保险业雇联的梦想。在过去21年里，该工会会员人数增加了7倍，目前拥有
7600多名会员。同时，他们也开始栽培年轻的会员成为领袖。
不过，李国华也意识到，新一代的雇员不了解工会过去的斗争，似乎与
工会及保险业的演变割断了联系。因此，他希望通过创新的方式教育下一
代，让他们参与实现共同的梦想，而要做到这一点，关键在于团结一致。
11/18/10 3:06:19 PM
工会优战士
改善工友及其家属
഻֭ࠋ
当我们为一个会员提供援助时，也在向其
家属伸出援手。帮助他人改善生活，是我在工作
上得到的满足感。
金属业工友联合会 高级工业关
系员王志强清楚知道，他的工作不仅
会改善工友的生活，也将改善他们家
属的生活，而这正是他的动力来源。
王志强于2008年加入工运组织这
个大家庭。他向来喜欢从事以人为本
的工作，因此看见招聘广告后，就决
定从事这份理想的工作。这两年来，
王志强亲身体验他的工作如何改变了
会员及他们家属的生活。王志强分享
了最近的一个例子，说明能够为他人
提供真正的援助，让他感到喜悦。
王志强说：
“最近发生了一件事，
让我强烈地感受到我们的努力真的会
改变会员的生活。一名会员不幸车祸
丧命，留下妻子和三个年幼的孩子。
当我将职总礼券交给死者的妻子时，
她非常感激。我知道这笔钱对那家人
而言，真的能派上用场。”通过此一
事件，王志强对这份工作的意义有了
更深一层的体会。
他说：
“我们所做的许多事，都有
乘数效应。我们不仅是单纯地帮助一
个人。当有人失业时，不仅是当事人
面对困难，其家属也可能因此陷入经
济困境。因此我知道，当我们为一个
会员提供援助时，也在向其家属伸出
援手。帮助他人改善生活，是我在工
作上得到的满足感。”
在协助他人的旅途中，王志强也
在同事的大力支持下，王志强（右）在挑战中找到了喜悦。
面对不少挑战，如协助会员改变心态
以应对经济衰退等突发状况。不过，
在同事们的大力支持下，王志强依然
在挑战中找到喜悦。
王志强说：
“金属业工友联合会的
团队精神，肯定是激励我的推动力之
一。我们总是一起工作，一起玩乐，
这无疑有助于我们保持冲劲。”
除了处 理劳资问题外，王志强也
是领导与促进受雇能力部门的秘书，
其主要工作范围包括为工会领袖主办
讲座和学习之旅等领袖培训课程。
王志强表示，他将更努力地将工作
做好，以及建立巩固的关系。他说：
“接下来，我希望能提升自己的技能
和知识，并建立更多友谊。”
ࣁሁज़࠷提高生产力
人们常说，在塑造未来主人翁方
面，教师扮演着重要的角色。因此，
新加坡马来教师联合会（SMTU）认
为，协 助 会员掌握 促 进学生学习的
技能至关重要。
该 工会 积极 鼓 励 会员使 用资 讯
科 技，并为他们提供新媒体 和网络
资源。这些资源将定期更新，会员在
上了工会举办的工作坊和课程后，能
继续使用这些网络资源。因此，即使
教育工作 者在家中，也能舒 舒服 服
地通过新媒体参与专业发展活动。
新加坡马来教师联合会副会长扎
菲林说：“工会认为，当会员和教师
能够 提供优 质教学，并意识到全球
景观不断 地改变，将 有助于提高生
产力。新媒体的出现，让我们能够实
现更快、更好、更有效益的目标。”
为了肯定教师在提高生产力方面
的努力，新加 坡马来教师 联合 会与
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马来语言学习
及 推 广委员会
携 手 颁 发“ 阿
里 夫·布 迪 曼
教师奖”。这个
年度 奖 项旨在
表扬马来教师在学校教导马来语的
贡献。
正 如 教 师 培 育学生 成 为国 家 未
来的主 人翁，新加坡马来教师 联合
会 也 积极培育未 来的领袖，以确保
工会的长远发展。扎菲林说：
“新加
坡马来教师联合 会已成功地吸引年
轻 会员担任工会的领导职务。工会
的前领袖早已安排好这样的领导层
接 替过程，他们总是积极吸 纳有潜
质的领袖，加以培育，吸取适当的经
验和体会，推动他们为工会服务。现
在，工会的执行委员会中，有50%委
员是年轻人。”
新加坡马来教师联合会成立于1947年，旨在提升新加坡马来教师的水平
和地位。目前，该工会有663名普通会员及61名一般会员。
11/18/10 3:06:11 PM
全国德协工作计划研讨会
ಎ‫܅ྀ֫ݛ‬ቜࡁߋခั߾
݄ᅹ߾ჼ落实储蓄计划
召开工作计划研讨会是一个重要的里程
碑，这是所有领袖首次以全国德士师傅协会领导
层的身份齐聚一堂，共商大计。这有助于我们体
现‘同一把声音’的精神。
— 全国德士师傅协会会长黄文金
成汉通（右一）和全国德士师傅协会的领导层一起拟定2011年的工作计划。
新加坡六家德士师傅协会于2010年6月26日正式整合为全国德士师傅协
会，会员人数多达1万500人。虽然才刚整合不久，但该会已积极为会员争取更
多福利。
在全国德士师傅协会于2010年10月30日至31日举行的工作计划研讨会上，
协会顾问兼职总助理秘书长成汉通与协会执委会及六个分会的主要领袖按照
四做框架（做得好、做得对、做得来、做更多），拟定了2011年的工作计划。
做得好 — 领导层发展
全国德士师傅协会将投入更多资源，发展该会领袖的核心能力：
● 了解德士师傅协会的发展史，加强与全国职工总会/工运的联系
● 沟通技巧
● 纠纷处理及辅导技巧
做得对 — 天天驾，日日存计划
天天驾，日日存计划将在2011年1月1日正式落实，该计划将帮助约2万4000
名租车师傅填补保健储蓄户头。当租车师傅在保健储蓄户头存入15元，德士公
司也将在该租车师傅的保健储蓄户头存入15元。
根据公积金局/人力部的数据，约80%的德士师傅定期填补公积金户头。全
国德士师傅协会希望落实天天驾，日日存的计划后，能将此数据提升至90%。
做得来 — 更好、更快、更有效益
在新加坡德士学院及职总就业与职能培训中心的支持下，全国德士师傅协
会将与六家德士公司合作，落实各项主要措施，以迈向更好、更快、更有效益的
目标。同时，该会也将借助增长与同惠计划，落实一些措施。
另外，全国德士师傅协会也在研讨会上向前执行秘书张明栋致敬，表扬他过
去十年来为德士师傅协会全心全意的付出。
做更多 — 广招会员
全国德士师 傅 协 会 许诺要“做 更
多”：在2011年10月31日之前，将会员
人数增加至1万1500人。该会于2010年
11月9日至10日举行了一个年度会员招
募活动，成功地吸引近200名新会员。
接下来，该会还准备推出新系列的招募
活动，他们有信心到了今年底，会员人
数能突破1万1000人。
16-20.indd 15
来自六家分会的领袖们首次以全国德士师傅协会领导层的身份齐聚一堂，共商大计。
克服人性弱点
取得持续增长
新加坡经济政策委员会希望能在未来10年内，让我国工人的实际工
资增长三分之一。
11月15日职总副秘书长王志豪以嘉宾身份在新加坡劳资政论坛上致
词时指出，要达到此目标，每年的经济增长率必须维持在2%-3%。这是
合理的计算，但要落实并非易事，因为人性有三大弱点：
● 骄傲自满，逃避现实：因优越感导致缺乏危机感，使得个人、组
织或国家，不思进取，固步自封。
● 自私自利，不愿分享：这种单赢心态必然对当前的经济造成影
响，也将妨碍未来的发展。
● 贪图方便，不愿付出：总是依赖别人为自己解决问题，或指责他
人，推卸责任，结果大家停滞不前。
他说：
“庆幸的是，我国与其他国家相比较仍占有优势，因为我们拥
有一个利器，那就是劳资政协作。”
王志豪表示，劳资政协作伙伴都各有所长，有着各自必须扮演的角
色，结合三方力量将有助于他们做好安排，创造双赢的局面。有了良好的
劳资政协作关系，我国有信心能克服人性的弱点，继续提高生产力与分
享收益，推动经济持续增长。
11/18/10 3:24:37 PM
售价60c | MICA (P) 142/09/2010
2010年11月19日
ীሯᆧྀቜ
工资持续增长
林瑞生（左一）敦促劳资政
三方确保实际工资持续增
长 。出 席劳 资 政 论 坛 的 还
包括：（右起）全国雇主联
合会会长李庆言、人力部部
长颜金勇及 职 总会长德培
华。
黄秀嫱报道
没有生产力，就无法让实际工资持续增长；没有灵活工
资制，就无法适时奖赏工友；没有增长与同惠计划，就不
能确保各阶层工友享有实际工资的增长。
全国职工总会秘书长林瑞生于2010年11月15日举行
的新加坡劳资政论坛上，向约300名出席者指出，提高生
产力、实施灵活工资制及推行增长与同惠计划，三者息息
相关，都是为了造福工友。唯有将三者结合在一起，才能
确保所有、或更多新加坡工友的实际工资持续增长，而这
就是劳资政在接下来十年里将面对的共同挑战，公司、工
会、政府或雇主，都应该将精力集中在这三个方面。
今年的新加坡劳资政论坛主题是，提高生产力与分享
收益，以取得持续增长。
分享收益 更具竞争力
职总秘书长林瑞生和人力部长颜金勇都在论坛上指
出，引进外来员工的门槛将提高，各阶层的劳动力市场都
将日益紧缩。因此，若雇主不愿为员工提供培训，不愿与
他们分享收益，他们将难以吸引人才。
在回应是否会有公司在赚取利润后，却不与工友同
惠？林瑞生表示，劳资政协作关系是建立在相互信任的基
我们同心协力，试图以可持续的
方式，让所有工人一直享有实际工资
增长......我们所做的一切都是息息相
关的。每一年，我们的关键绩效指标
都应该是：实际工资是否有所增长？
是不是所有、或更多新加坡工友的实
际工资都取得增长？
— 职总秘书长林瑞生
础上的，而大部分公司都愿意与工友分享收益。全国雇主
联合会会长李庆言则表示，该联合会将积极鼓励已开始
赚取利润的公司与工友分享收益。他表示，多数公司的业
绩表现转好，因此工友可期待今年的花红会比去年来得
多。
除了以花红形式与工友分享收益外，职总就业与职能
培训中心于2010年8月推出的增长与同惠计划，也是一项
鼓励雇主提高生产力及分享收益的措施。该计划已推出
127个项目，有6605名工友受惠，而在未来两年里，希望能
有2万5000名低薪工友能从中受惠，获得20%的加薪。
花红有望增加0.5个月
今年，我国经济取得稳健增长，许多公司的业绩表现良好，工友可获得的花红有望比去年多出至少
0.5个月，而实际可得花红将视公司的关键绩效指标而定。
全国职工总会工业关系署署长詹惠凤在新加坡劳资政论坛上表示，我国去年的薪金年增幅为0.98％，今
年则介于3.5％至4％。预计，工友的花红也将有所增加。
全国工资理事会要求业绩好转的公司支付一次性的特别花红，以肯定工友在经济危机期间所作出的牺
牲。詹惠凤指出，目前，有30%-40%公司已响应号召，分发这笔特别花红，而该笔花红也应算是年底花红的一
部分。
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页
ಎ‫ྀ֫ݛ‬
广招会员
落实储蓄计划
11/18/10 3:04:47 PM