Farida Charania

#SingaporeBudget2026 - Building a Workforce That Works for Allby Dr. Daniel CF Ng 伍长辉 博士 of Omni Integra Singapore’s manpower situation is evolving in response to a more uncertain global environment. Budget 2026 signals a clear direction: build a resilient workforce that supports both businesses and individuals — local and foreign alike. For Singaporeans, the merger of SkillsFuture SG (SSG) and Workforce Singapore (WSG) into a single statutory board is a practical move. Instead of navigating separate agencies for training, career guidance and job placement, individuals will experience a more seamless system. For example, a mid-career marketing manager wanting to pivot into AI-enabled digital commerce can access subsidised training, receive career coaching, and be matched to employers — all within a coordinated framework. This reduces friction and speeds up career transitions. Lower-wage workers also benefit. Raising the Local Qualifying Salary and strengthening the Progressive Wage Model ensure incomes rise sustainably. A security officer, for instance, not only earns higher wages over time but also receives structured skills upgrading. This improves dignity of work while raising service standards for businesses. For seniors, higher CPF Board contribution rates and transition offsets for employers encourage continued employment. A 60-year-old technician can keep working with stronger retirement savings, while his employer receives support to manage the additional costs. This balances retirement adequacy with business sustainability. On the foreign manpower front, adjustments to qualifying salaries and work permit policies signal a calibrated approach. Businesses that rely on foreign professionals — such as tech firms hiring specialised engineers — will continue to access global talent. At the same time, higher salary thresholds ensure fairness and guard against wage suppression for locals. Ultimately, this manpower strategy is about partnership. Businesses gain a deeper, better-skilled talent pool and policy clarity. Individuals gain mobility, protection and confidence. In a world where change is constant, Singapore is not freezing the system — it is upgrading it, so both companies and citizens can move forward together. Ministry of Manpower Tan See Leng

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🚀 Executive Compensation Insights 2025 – APAC edition is here!    We’re proud to launch the Executive Compensation Insights 2025, APAC Edition, based on insights from senior leaders across the region.   This report reveals what drives executive satisfaction — and how companies can shape competitive compensation strategies to attract and retain the best talent. Key insights:   📌 What motivates C-Level executives? 📌 The impact of variable pay and tailored benefits 📌 The real value of workplace flexibility 📊 Ready to align your offer with market expectations? Explore now! 👉 https://lnkd.in/g_iRJ37t   #PageExecutive #ExecutiveCompensation #Leadership #TalentStrategy #ExecComp2025 #APAC

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"Tech is the front, middle, and back of everything we do, but that's not going to reduce the need for human-to-human relationships," said DBS CEO Tan Su Shan today in a CEO panel discussion at the Singapore Fintech Festival 2025. Discussing the roadmap of AI in finance, Su Shan emphasised that while we innovate and evolve with new technologies, we must remember to prioritise staying resilient and secure, so as to deliver the best services to our customers. "How you operate, how you manage your tech and end-to-end data, and how you protect your customers – that's all important," she said. That's why DBS' vision is to be an AI-enabled bank with a heart. The goal is to leverage AI to take on mundane tasks, so our employees can do higher value jobs that drive trust and enable us to better understand our customers, to display empathy and build strong relationships. "It's like they say - tech is business, and business is tech," said Su Shan. #SFF2025 #DBSfintech #AI

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Sometime back I wrote a piece on how to ensure we make the right development plan that gives you right results. Many of you found it useful. You can read that article here: https://lnkd.in/gPM28pFT Well, my friend Manoj GARG, who is passionate about using AI tools in HR, took that article and converted it to a short 6 min video. I loved it, despite the American accent! Here is the video- something I guess will help every leader. Let me know what you think. Thanks

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Did you know APJ is set to drive more than 50% of global tech spending growth this year? 🤔 1. India and South Korea are emerging hubs, with multiple companies showing very healthy growth metrics. 2. Regional PE landscape are evolving with larger funds and broader operations. 3. Rapid GTM expansion in mid-size SaaS, 10-15+ openings 4. Focus areas are Enterprise AI, Workflow Automation, Data Management, and FinTech 5. Estimated CAGR of 20.94% from 2025 to 2029 #trends #saas #insights #growth #ai

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In a talent market that has become awash with doubts over the validity of profiles and data due to Gen AI, we're incredibly excited to announce our partnership with Singapore's Ministry of Manpower and SkillsFuture SG. This partnership allows professionals to verify their data on our platform to stand out from other candidates and to provide certainty to recruiters on the validity of the profiles they are engaging with. Immediate access to work history and visa eligibility is already saving time and providing confidence to recruiters. Massive thanks to the team at eFinancialCareers and our partners at Ministry of Manpower for the integration to improve talent mobility in Singapore. If you're hiring in Singapore and want to see it in action then please reach out.

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🌏 𝐖𝐨𝐫𝐤 𝐂𝐮𝐥𝐭𝐮𝐫𝐞 𝐀𝐫𝐨𝐮𝐧𝐝 𝐭𝐡𝐞 𝐖𝐨𝐫𝐥𝐝: 𝐋𝐞𝐬𝐬𝐨𝐧𝐬 𝐟𝐫𝐨𝐦 𝐉𝐚𝐩𝐚𝐧 日本 At Kairos Global Search, we often observe how workplace culture varies across countries, and how these differences shape employee engagement and expectations. In Japan, falling asleep at work isn’t always seen as laziness. The practice of inemuri, “𝐬𝐥𝐞𝐞𝐩𝐢𝐧𝐠 𝐰𝐡𝐢𝐥𝐞 𝐩𝐫𝐞𝐬𝐞𝐧𝐭”, can actually signal dedication. Employees may briefly nod off at their desks or in meetings, showing they’ve given their full energy to their responsibilities. It’s a quiet yet visible sign of commitment, reflecting Japan’s strong work ethic and long working hours. But 𝐢𝐧𝐞𝐦𝐮𝐫𝐢 comes with context: it’s subtle, respectful, and mindful of others. Seniority, timing, and behavior all influence how it’s perceived. This cultural nuance highlights a deeper principle, endurance, loyalty, and visible effort are highly valued. 𝐖𝐡𝐚𝐭'𝐬 𝐦𝐲 𝐭𝐚𝐤𝐞❓ From my recruiter’s perspective, understanding such differences is crucial (𝐞𝐬𝐩𝐞𝐜𝐢𝐚𝐥𝐥𝐲 𝐰𝐡𝐞𝐧 𝐲𝐨𝐮 𝐚𝐫𝐞 𝐰𝐨𝐫𝐤𝐢𝐧𝐠 𝐢𝐧 𝐚 𝐟𝐨𝐫𝐞𝐢𝐠𝐧 𝐜𝐨𝐮𝐧𝐭𝐫𝐲). At Kairos Global Search, we guide our clients and candidates to thrive in diverse work environments, respecting local norms while balancing productivity and well-being. Observing and adapting to unique work cultures is not just insightful, it’s essential for global talent success.

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Here are 5 key points about RPO (Recruitment Process Outsourcing) 1. Scalability & Flexibility – RPO solutions scale up or down with your hiring needs, ensuring efficiency during peak and low recruitment seasons. 2. Cost Savings – Streamlined processes, better candidate sourcing, and reduced time-to-hire lower overall recruitment costs. 3. Access to Talent & Technology – RPO providers use advanced tools, databases, and networks to deliver top-quality candidates faster. 4. Employer Branding – A strong RPO partner enhances your company’s image, providing candidates with a professional and engaging hiring experience. 5. Focus on Core Business – By outsourcing recruitment, internal teams can focus on strategic business goals while experts handle talent acquisition. #RPO #RecruitmentProcessOutsourcing #TalentAcquisition #HiringSolutions #FutureOfWork #HRTech #RecruitmentStrategy #EmployerBranding #ScalableHiring #FlysoftRPO #Flysoft https://flysofts.com/

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