Post National Day Rally Dialogue with Minister Indranee and Minister Tan See Leng

Did anyone tune in to the National Day Rally 2024? I’m curious to hear your thoughts on it.

Today, I had the opportunity to attend a post-NDR session with Minister Indranee Rajah and Minister Tan See Leng.

To provide some context, this session was a dialogue featuring both ministers, focusing on important topics such as enhancing productivity, fostering workplace flexibility, and discussing support schemes for working parents, including the provision of parental leave.

Key Takeaways from the Session:

a. Communication as Best Practice in Industry:

• Establishing a good working relationship with employers is crucial. It is responsible to communicate early and provide clear briefings.
• Planning ahead for work requirements and fostering appreciation for flexible work arrangements were emphasized.
• Creating a safe space for open, honest communication between employees and employers is key.

b. Improvements for SMEs:

• Operational support measures, such as utilizing grants for HR professionals and the new guidelines for working arrangements will come into effect on 1 December 2024., were discussed.
• Emphasis was placed on the adoption of flexible working arrangements.
• Encouraging greater use of technology to enhance operations.

During the session, several questions from the audience were addressed by the panel. One significant point was regarding shared parental leave, which is currently only applicable to the working parent. Additionally, there were discussions to complement the local workforce and ensure it meets aspirations for a more comprehensive solution by hiring more local talents.

As someone who completed a part-time degree programme, I see the value in providing study and exam leave for employees. Many individuals, like myself, take the opportunity to upgrade their knowledge and skills through such programmes.

During the pandemic, I chose to utilize my annual leave to manage my studies. With travel restrictions in place and unable to go overseas, I decided it would be more productive to use this time to pursue and complete my degree programme. This approach allowed me to make the most of my leave by investing in my education and personal development.

However, as the situation normalizes, companies may not offer extra leave, and employees might have to use their annual leave for exams or study periods. I sounded my concern, given the government's support for lifelong learning and upgrading, creating such a leave policy could be beneficial, allowing employees to reserve their annual leave for personal or family time. However, implementing such a policy across the board could have unintended consequences for the industry.

A proposed solution is for employees to communicate their needs with their employers and collaborate on suitable arrangements. It’s important to understand the flexibility that can exist, recognizing that not all companies are open to their employees taking additional leave.

While consolidating my experience from the session, several questions came to mind:

1. Could the introduction of such leave policies potentially lead to a reduction in local employment opportunities?

This question arises from considering whether the implementation of these policies might influence hiring practices and the availability of positions for local candidates.

2. Beyond evaluating a candidate's knowledge and skillsets, could employers overlook potential candidates in favour of prioritizing specific hiring criteria?

This raises concerns about whether certain requirements may take precedence over the qualifications and capabilities of candidates during the hiring process.

This session was a valuable opportunity to engage with key policymakers on important topics affecting our workforce and to explore practical solutions for enhancing workplace productivity and employee well-being.