Managing Employment Relations in Singapore essay sample

This essay sample on Managing Employment Relations in Singapore Essay for Singapore students. we will cover Managing Employment Relations: Overview, Role of management in the employment relationship, Employment relations scene in Singapore, Types of employee relations, Industrial relations act – Singapore, Factors that affect employee relations, etc.

This essay example can be very helpful for understanding Managing Employment Relations in Singapore. If you want to download this paper, contact our experts who will provide custom-made essays according to your school or college needs.

Introduction- Managing Employment Relations in Singapore Essay

Here, we shall be discussing the topic of “Managing Employment Relations”. it is quite an important concept in an organization. We shall be discussing the topic in detail and providing all the necessary information related to the same.

Main body- Managing Employment Relations in Singapore Essay

Managing Employment Relations: Overview

Managing Employment Relations or Employee relationship management is a huge part of any organization. These terms are used to denote the practice of managing employee relationships in the concerned organization.

Moreover, a “Relationship” may be between employees and the organization or the among employees themselves. As such every employee has a relationship with their co-workers. It may be good relation or a bad one. Regardless, it can highly affect the various aspects of work. For instance, it can have a huge impact on their teamwork, performance, and productivity.

Similarly, there are also relations between the employees and employers. Again, this relation highly affects the overall working of the organization itself. For if an employee has a bad relationship with their manager or vice-versa, it can result in bias and bad performance ultimately.

Consequently, Managing employment relations is a huge and equally crucial; part of an organization. If an organization has effective ERM there is naturally more productivity. Plys it also increases employe’s job satisfaction. Whereas, the opposite is also equally true.

Moving on, there are different types of employee relations in an organization. We shall be discussing it in detail in the upcoming section of the sample essay.

Role of management in the employment relationship

Management can maintain morale and employee productivity by establishing work rules equitable for all, promoting open communication, providing timely feedback, reinforcing behavioral expectations.

One of the traditional “duties” of management is to provide leadership. Generally speaking, this definition encompasses four distinct aspects; firstly, it should be about understanding what success looks like to the organization’s leaders – whether that be financial or otherwise; second is that leaders need to try and achieve these goals through ’emotional’ intelligence (i.e., having an emotional intelligence quotient); thirdly they need to do everything in their power so as not to harm other people’s emotions if possible; finally, they should act with integrity at all times by informing themselves of what is legal wherever possible.

Employment relations scene in Singapore

The employment scene in Singapore is not very different from other countries. The starting salary could be anything between 1,000 – 3,000 SGD per month excluding bonuses for freshers.

Experience may entitle you to a higher starting rate of pay.

The average length of service is about 7 years before employees are eligible for any retirement benefits, which are usually given by the employer without the consent of the employee. It’s still possible to work after retirement if one wishes to continue working full-time or part-time while receiving pension payments. There are also “Caregiver” positions available where assistance can be provided with daily activities including meals planning and cooking, laundry washing and ironing, serving meals at home, etc., but this job does not entitle one to a pension.

Most employers in Singapore offer paid leave of about 6 days per year which is mandatory, for the most part, they are compulsory but the last few days are allowed for personal purposes.

Types of employee relations

In this section of the sample essay, we shall be discussing the different types of Employee relations. Even though we briefly mentioned the two types of the same before, here we shall be looking at them in detail.

Moving on, the different types of employee relations are, as mentioned below:

Vertical relationships

The term “Vertical” here refers to the ladder or upward hierarchy of an organization. In other words, it refers to the relationship between an employee and employer or Manager\employee one.

Nevertheless, this form is often seen as controversial. Reason being that more often than not Human nature and ERM rules do not go hand in hand. For instance, there are often disagreements as well as internal conflicts.

Horizontal relationships

Unlike vertical relationships, it refers to the relationship between co-workers. For horizontal means that all the co-workers exist on the same plain. Moreover, one might think that employe-employe relation is not the responsibility or concern of management.

However, this is not the case. The reason being the workplace environment, management actions, as well as values highly affect employee relations. This in turn affects their performance, teamwork, productivity, and so on. In fact, a good horizontal relationship is one of the main factors to an employee’s happiness and satisfaction.

Industrial relations act – Singapore

The Singapore Employment Act sets the stage for employment law in Singapore. Other legislation includes:

• the Child Development Co-savings Act;
• the Central Provident Fund Act;
• the Employment of Foreign Manpower Act;
• the Employment Claims Tribunal Act;
• the Industrial Relations Act;
• the Trade Unions Act;
• the Retirement and Re-employment Act;
• the Workplace Safety and Health Act; and
• the Work Injury Compensation Act.

In addition, the Tripartite Alliance – comprising of Singapore’s Ministry Manpower and National Employers Federation as well as the Trade Union Congress- issues different types of guidance to encourage employers who follow progressive employment practices. These include guidelines with varying expectations for compliance; however, there is an anticipated upcoming set that may be even more stringent than those currently available in place or before them: The “Unfair Dismissal Guidelines”.

4 Pillars of  employee relations

Managing Employment relations is quite an important task. IN addition to this, this concept is also a fairly complex one. As such there are several components or pillars. Here, we shall be looking at these pillars of managing Employment relations.

Moving on, these are, as mentioned below:

• Clear and Open Communication
• Regular feedback from employees
• Management should invest in their workers
• Employee’s performance should be appreciated

So, these are the four pillars of good employee relationship management. Thus, applying them can significantly affect the workplace for good. In fact, these improve both the horizontal as well as vertical relationship. Consequently, one can improve the performance of their organization as a whole.

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Factors that affect employee relations

Lastly, we shall be looking at the factors that affect the relationship in an organizational setting. Moreover, even these factors can be divided into two categories. These are the internal factors and external factors.

Therefore, we shall be discussing both of these in detail, below:

Internal Factors

Internal factors refer to the aspects that affect relations that are also native to the organization itself. Nevertheless, these are, as mentioned below:

• The culture of the organization
• Communication within the workplace
• Management’s command chain
• The style of management
• Worker Engagement

Moving on, we shall be looking at the different external factors in the next sub-section.

External Factors

The term “external” means that these factors are not native to the organization. Thus, these are caused by external entities. Nevertheless, these factors are, as mentioned below:

• Balance of work and life
• Economics factors
• Legal factors
• Political factors
• Demographics of the workplace

So, these are the factors that affect Managing Employment relations in an organization. With this, our sample essay is concluded.

Conclusion: 

This essay has explored the many ways in which employers can manage their employees. By understanding how people’s brain works and applying those principles to your own business, you should be able to increase engagement among staff members as well as reduce turnover rates. We hope this information will help you make sound decisions about employee management moving forward and we’re here for more advice on achieving these goals!

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