DISENGAGED WORKERS (Effect on nation's productivity)

Column No : 3139

DISENGAGED WORKERS:

(Effect on nation's productivity): The following Question stood in the name of Mr Ahmad Mohd Magad -

9. To ask the Acting Minister for Manpower (a) whether the publicity on the cost of disengaged workers in Singapore is affecting the reputation of the nation's workers as being the most productive in the world; (b) what steps will be taken to reduce the cost posted by the disengaged workers to the nation's productivity; and (c) whether his Ministry plans to provide services to companies facing disenchanted and dissatisfied employees.

10.

Dr Amy Khor Lean Suan asked the Acting Minister for Manpower with reference to the recent Gallup poll on the low percentage of Singaporean workers who are actively engaged compared to other countries surveyed and, by contrast, the relatively large proportion of workers who are actively disengaged or not engaged, (a) if the Ministry can comment on the findings and if it has or will conduct studies to understand the reasons and factors for such a state of affairs among our workers; and (b) if the Ministry is conducting or will consider funding programmes to help employers, especially those from the small and medium-sized enterprises, acquire skills and knowledge to motivate workers and improve their attitude towards work and hence productivity.

Mr Zainudin Nordin (Bishan-Toa Payoh): Question No. 9, Sir.

Dr Ng Eng Hen: Mr Speaker, Sir, may I have your permission to answer Question Nos. 9 and 10 together?

Mr Speaker: Yes.

Dr Ng Eng Hen: Our labour workforce remains highly regarded, as shown by many reputable international surveys. In April this year, the Business Environment Risk Intelligence (BERI) ranked Singapore's labour force first among 49 countries, and this was the 14th consecutive year that we achieved this ranking. Singapore's manufacturing productivity was ranked top, under the Relative Productivity Sub-index in the Labour Force Evaluation Measure.

Singapore's labour market was also ranked top in the World Competitiveness Yearbook 2003 among 29 economies with populations of less than 20 million. Specifically in the area of worker motivation, the Singapore workforce was ranked 6th, ahead of countries such as Hong Kong, Belgium and New Zealand.

Despite these positive assessments by external agencies, the Ministry of Manpower agrees with Members that employers and workers must continue to be engaged to develop a competitive workforce. The Ministry of Manpower is currently conducting a study on the attitudes and expectations of both employed workers and job seekers, and this will be completed by early next year. The findings will be useful in the design and implementation of strategies and programmes to strengthen the engagement of employers and workers.

One of Workforce Development Agency's (WDA) focus is, therefore, to promote and facilitate efforts by companies to strengthen their human resource systems. The WDA is working with companies in various sectors to adopt best HR practices to maximise the engagement and productivity of the workforce. It will assist companies which wish to strengthen their human resource management capabilities. Enhancing workforce competitiveness is not just about sending workers for training. It also involves assigning workers the opportunities to develop and deploy their skills.

WDA has conducted dialogue sessions with employers and HR professionals. It recognises that these members are often a key leverage point in building a great workplace that can engage and challenge workers to develop their potential and enhance their contributions to the company. Managers, however, also need to acquire the skills to do so. For instance, in the hospitality sector, WDA has worked with employers to develop training programmes to enhance the supervisory skills of line managers. Under the SME Upgrading for Performance Scheme (SUPER), enhanced funding for executive training will be provided for those medium-sized companies that have shown commitment to recruit and train local workers. Such executive training can contribute to the ability of companies to better manage, develop and engage their workers.

Dr Amy Khor Lean Suan: Sir, I would like to ask the Minister when was the programme for supervisory staff started and how well subscribed it is.

Dr Ng Eng Hen: Sir, it was only recently launched, so it would be some time before I could give the hon. Member more information.