factsheet on workpro workpro is a scheme developed by

Version 2.2 (effective 14 Apr 2014) of 25

FACTSHEET ON WORKPRO

WorkPro is a scheme developed by the Ministry of Manpower (MOM) and the

Singapore Workforce Development Agency (WDA) to augment local manpower, foster progressive workplaces and strengthen the Singaporean core in our workforce. The programme is designed in consultation with the tripartite partners - National Trades Union Congress (NTUC) and Singapore National Employers Federation (SNEF), who will manage and administer the programme for 3 years from 1 April 2013 to 31 Mar 2016.

WorkPro for Employers 2 WorkPro aims to provide funding support for employers to achieve two key outcomes: to help employers improve their workplace practices and enhance work-life harmony, and to attract and retain back-to-work locals, as well as mature workers. 3 Employers will receive a wide range of funding assistance to implement work-life measures and redesign jobs. Employers will also receive incentives when they recruit and retain mature workers and back-to-work locals, or place their employees on flexible work arrangements (FWAs). 4 Please note that costs incurred for the various grant components under WorkPro prior to issuance of the Letter of Offer by NTUC and SNEF will not be funded under WorkPro. WorkPro for Workers 5 WorkPro will help employees to benefit from good work-life practices. It also aims to improve the employability of mature employees, back-to-work locals, and individuals who are out of work for three months or more. WorkPro will help these groups of people become more job ready, and encourage them to return to work and stay on the job through retention bonuses and other measures like workplace mentorship support. 6 Please refer to Annex A for more details on the funding support provided under WorkPro. Eligibility Criteria 7 In general, WorkPro is open to all Singapore-registered or incorporated companies, societies and non-profit organisations, excluding government agencies. Employees used for the computation of grant amounts or to meet eligibility criteria must be either Singapore Citizens (SCs) or Singapore Permanent Residents (SPRs), and employed on contracts that are at least 12 months in duration. Each component of WorkPro will have further eligibility criteria.


Contact Details 8 National Trades Union Congress (NTUC) and Singapore National Employers Federation (SNEF) are the only official programme partners appointed to market and administer WorkPro. Companies should approach only NTUC/SNEF for assistance and advice to apply for WorkPro. This is a free service at NO cost to all companies. Only applications made by the company applicants themselves and submitted to NTUC/SNEF will be recognised and considered for funding under WorkPro. Application made by private consultants or external parties to act on a company’s behalf will not be entertained. More information can also be found at www.wda.gov.sg/workpro and www.mom.gov.sg/workpro.

NTUC Hotline: 6213 8383 Email: [email protected] Website: www.ntuc.org.sg

SNEF Hotline: 6827 6949 Email: [email protected] Website: www.sgemployers.com

http://www.wda.gov.sg/workpro

http://www.mom.gov.sg/workpro

mailto:[email protected]

http://www.ntuc.org.sg/


http://www.sgemployers.com/


ANNEX A

SUMMARY OF FUNDING SUPPORT PROVIDED BY WORKPRO

WorkPro

For employers

Workplace Improvement and Job Redesign

Age Management Grant

Job Redesign Grant

Work-Life Grant

Recruitment and Retention Incentives

New Hire Retention Incentive

On-the-job Training

Allowance

Mentorship Allowance

For

workers

Assistance for Job-seekers

Job Preparatory Workshops

Job Referrals and Matching

Services

Incentives for Recruited Workers

Retention Bonus

Transport Allowance

Mentorship Support


Definitions of terms used in this factsheet

“Mature workers” refer to SCs or SPRs who are aged 40 years and above.

“Back-to-work locals” refer to SCs or SPRs who are aged 30 and above, and who are economically inactive or have not been working for the past three months or more.

For Employers

Workplace Improvement and Job-Redesign

Age Management Grant Up to $20,000 per company

What is it? One-off grant to help employers learn about and implement age management practices such as good re-employment practices, performance management and job redesign.

How much is the grant? The Age Management Grant has two tranches: Tranche 1 is worth $5,000 and Tranche 2 is worth $15,000.

Who can apply for the grant?

Companies must have at least 5 mature workers and submit a pre-application report using the template provided of the on the age management practices they plan to adopt at the point of application to be eligible for the grant.

What do I have to do to claim the grant?

Tranche 1 ($5,000)

Employers must complete the following 5 requirements within 6 months:

a) Show (i) details of a policy of continuing to employ employees who are turning 62 years old on the same

employment contract (i.e. sail-through) and/or a policy offering eligible employees re-employment in line

with Tripartite Guidelines, and (ii) proof that the policy has been communicated to all staff.


b) Send one supervisory staff to attend a 1-day job redesign and process improvement course conducted by

SNEF.

c) Send one HR staff to attend a 1-day age management course conducted by SNEF.

d) Sign the TAFEP fair employment practices pledge if the company has yet to do so.

Tranche 2 ($15,000)

After completing the requirements in tranche 1, employers must complete the following 3 requirements to claim

tranche 2. Employers have 1 year to complete both tranches.*

1. Adopt any two age management practices from Appendix 1. The two practices must be from different

categories.

2. Organise at least one health programme for mature workers.

3. Submit a post-application report on the age management practices implemented to benefit mature workers using the template provided.

4. Submit a name list of all employees aged 40 and above at the end of the tranche 2.


For Employers


Job Redesign Grant Up to $300,000 per company

What is it? The Job Redesign Grant subsidises the costs of redesigning jobs and work processes to improve the productivity and performance of mature workers and back-to-work locals. What can I claim for?

1. Equipment to support hiring and retention of back-to-work locals and mature workers, subject to approval

by programme partners and WDA.

2. Consultancy costs for the following productivity programmes: CPIM, QIANG, OMNI, CPP and Silver

Productivity (See Appendix 2 for more information). Please see Appendix 3 for a sample list of

productivity consultants for consideration. Other consultancy services will be considered on a case by

case basis, subject to approval by programme partners and WDA (Please check with NTUC or SNEF

directly for more information)

3. Costs involved in procuring and implementing policies and systems to support mature or older workers, or

back-to-work locals.

4.

In addition, employers who have embarked on a job redesign project can claim subsidies for the following

expenses:

5. Course fees for Singapore Workforce Skills Qualifications (WSQ) courses, and course fees and absentee payroll for non-WSQ courses relevant to the JR project, capped at S$1,000 per mature worker or back-to-

work local.

6. Recruitment advertising cost, capped at $10,000 per company. Recruitment advertisements must state that mature workers and back-to-work locals who have not been working for three months or more are welcome to apply for the job vacancies.


How much can I claim? For job redesign projects targeted at mature workers:

Maximum claimable amount per project = (Number of newly hired workers aged 40 and above who benefitted from the project + Number of existing workers aged 55 and above that will be retained in employment and benefitted from the project) X $3,000, OR 80% of declared project cost, whichever is lower. Employers may submit multiple application/projects, up to a cap of $150,000 for all job redesign projects targeted at mature workers. Employers also have to submit a job redesign evaluation report for each project when claiming for the 2nd tranche. A template for reference will be provided together with your Letter of Offer.

For job redesign projects targeted at back-to-work locals:

Maximum claimable amount per project = (Number of local workers who benefitted from the project)* X $3,000, OR 80% of declared project cost, whichever is lower. *At least 60% of the workers must be newly-hired back-to-work locals. The remaining 40% can be any other local workers under the company’s employment. Employers may submit multiple application/projects, up to a cap of $150,000 for all job redesign projects targeted at back-to-work locals. Employers also have to submit a job redesign evaluation report for each project when claiming for the 2nd tranche using the template provided. A template for reference will be provided together with your Letter of Offer.

How much and when am I eligible to claim?

1st disbursement of 20% of project grant upon acceptance of terms and conditions stated in the Letter of

Offer.

2nd disbursement of 80% of project grant upon completion of job redesign project and achieved outcomes


over 12 months.

For Employers


Work-Life Grant Up to $160,000 per company

What is it? The Work-Life Grant provides funding support for the implementation of work-life strategies, particularly flexible work arrangements (FWAs), to help employers attract and retain workers and to better support work-life harmony. The grant consists of 2 components, a Developmental Grant and a FWA Incentive. Organisations may tap on either or both components of the Work-Life Grant. What is considered as FWA under this grant? In general, the FWAs that can be funded are flexi-time, flexi-place and/or part-time. Other FWAs may be considered on a case-by-case basis. Employees using FWAs must be working on a regular basis (i.e. not ad-hoc or casual employees). What are the requirements? How much can I claim? Developmental Grant

A one-time grant of up to $40,000 per organisation to defray the developmental costs of implementing work-life strategies, particularly FWAs.

It co-funds up to 80% of expenditure on : - Work-life training, - Work-life consultancy, - Personal Work-Life Effectiveness (PWLE) programme,

It co-funds up to 30% of expenditure on : - IT infrastructure for FWAs (funding capped at $10,000), - Selected employer support schemes such as lactation facility (funding capped at $10,000).

The Developmental Grant replaces the previous Work-Life Works! (WoW!) Fund. Employers who have


previously benefitted from the WoW! Fund and wish to apply for additional developmental assistance can only receive up to an additional $20,000 from the Developmental Grant. This is provided that they meet all the qualifying criteria and put in place work-life strategies that have not already been implemented or covered in their previous work-life projects funded by the WoW! Fund. Requirements

Appoint a work-life ambassador from senior management to champion a work-life friendly workplace for the employees and to communicate the organisation’s work-life policies to its employees.

Have at least 1 employee complete the work-life training course.

Formalise 2 or more new FWAs and communicate policy to employees.

At least 15% of the organisation’s employees, subject to a minimum of 5 employees must benefit from these FWAs by the completion of the project.

FWA Incentive

A grant of up to $120,000 per organisation (disbursed in tranches of up to $40,000 each over three years)

The incentive should be put towards efforts to nurture and further workplace cultures supportive of better work-life harmony.

The grant computation is based on the number of Singaporean employees benefitting from FWAs. Eligible employers can receive $10,000 for the first 5 Singaporean employees using FWAs regularly and an additional $1,500 per additional Singaporean employee on FWAs (from the 6th Singaporean employee onwards). Requirements

Appoint a work-life ambassador from senior management to champion a work-life friendly workplace for the employees and to communicate the organisation’s work-life policies to its employees.

Have formalised 2 or more FWAs and communicated it to employees.

At least 30% of the organisation’s employees must be utilising these FWAs on a regular basis throughout the year, and half of them must be Singaporean employees, subject to a minimum of 5 Singaporean employees.

No more than 6 in 10 employees counting towards the 30% utilisation requirement can be on the same


FWA type.

To receive subsequent tranches of payouts, the organisation must demonstrate continuous improvements to work-life harmony at the workplace.

For Employers


New Hire Retention Incentive (NHRI) Up to $50,000 per company (excluding the mentorship allowance cap)

What is it? An incentive to encourage employers to retain newly-hired mature workers or back-to-work locals. How much can I claim and what do I need to do? Employers must first tap on either the Age Management Grant, Job Redesign Grant or Work-Life Grant.

Employers can claim the NHRI only on workers who meet all 3 criteria below:

1. Either newly hired back-to-work Locals or newly hired mature workers 2. Earn a gross monthly income of not more than $4,500; and 3. Hired through WorkPro programme partners (NTUC, e2i and SNEF) or via referrals from WDA career

centres and CaliberLink For each eligible worker retained for at least 6 months, employers will receive a NHRI equivalent to 50% of the worker’s monthly salary, capped at $1,000. If the worker is retained for an additional 6 months, employers will receive an additional NHRI equivalent to 50% of the worker’s monthly salary, capped at $1,000. Employers must assign a trained mentor to the back-to-work local and award the mentor with a mentorship allowance of at least $100 after three months’ of mentorship. Please note the following:

The mentor should have been trained in mentorship skills.

Mentorship allowance attracts CPF contributions.

Employers should assign no more than 5 mentees per mentor at any point of time.

Employers can claim reimbursement for the mentorship allowance after the 6th month mark of the newly hired worker’s employment.


For Employers


On-the-Job Training (OJT) Allowance Up to $50,000 per company

What is it? An allowance provided to employers who conduct OJT for newly hired back-to-work locals to help them pick up the necessary skills and adapt to the workplace. How much can I claim and what do I need to do? Employers can claim the OJT training allowance only on newly hired back-to-work. Employers will receive an OJT training allowance of one month’s salary, capped at $2,000, for each eligible worker

Hired and placed on a structured OJT programme for at least 2 months, AND

Retained for at least 3 months. .


For Workers

Assistance for jobseekers

Job Preparation Support

What is it? Fully-funded job preparatory workshops to prepare back-to-work locals to return to work and help them in their job search efforts. Participants will learn the following:

a) Interview techniques, resume preparation, and personal grooming to enhance their job search efforts. b) Communication skills and teamwork c) Employment rights and benefits d) Information on job vacancies and opportunities

How can I sign up? Interested individuals can approach NTUC or SNEF to find out more about these workshops and register.


For Workers

Incentives for recruited workers

Retention Bonus Up to $1,200 per worker

What is it? A grant awarded to back-to-work locals who stay on the job for at least 3 months. Those who stay on the job longer will receive more. Who is eligible for the Retention Bonus? Only workers newly-hired in WorkPro companies and who meet all the following 3 criteria are eligible for the retention bonus:

1. Back-to-work locals 2. Earn a gross monthly income of not more than $4,500; 3. Hired by employers onboard the WorkPro programme through the WorkPro programme partners (NTUC,

e2i and SNEF) or via referrals from WDA career centres and CaliberLink How much will I receive? The retention bonus is awarded in three tranches. Those who stay on the job longer will get more retention bonus.

End of the 3rd month of employment with the same employer - $300

End of the 6th month of employment with the same employer - $300

End of the 12th month of employment with the same employer - $600

The retention bonus will be paid to the worker through the employer and it attracts CPF contributions.


For Workers

Incentives for recruited workers

Transport Allowance Up to $200 per worker

What is it? The transport allowance is a one-time grant to eligible workers from low income households to help them remain in employment by defraying part of their transport costs. Who is eligible for the Transport Allowance? Only workers who meet all the following 3 criteria are eligible for the transport allowance:

Newly hired mature workers or back-to-work locals

Have a household income of not more than $3,000 OR per capita household income of not more than $800

Hired by employers on board the WorkPro programme How much will I receive? A transport allowance of $200 will be provided in the form of Ez-Link cards issued by employers for the first 2 months at work.


Appendix 1

List of Age Management Practices

A. Performance Management

i. Implement on-line appraisal / performance appraisal system

ii. Carry out performance assessment on workers aged 50 & above

B. Fair Employment (Recommended for HR personnel to attend)

i. Attend fair employment workshop/training

ii. Develop employee handbook to incorporate: Codes for fair employment practices Codes for fair recruitment practices Codes for age management practices

iii. Communicate and increase awareness of contributions made by older workers at the workplace to enhance acceptance and integration among co-workers

C. Managing a Multi-Generational Workforce (Recommended for HR personnel to attend)

i. Attendance on multi-generation management training courses e.g.:

Receive program (NTUC)

Diversity management

ii. Enhance communication through team building/bonding program for older and younger workers. The intention to facilitate bonding between workers of different age groups must be clearly spelt out in email/notice to staff etc.

iii. Implement mentoring program (buddy system) E.g. 1 younger worker who has just joined the company can be paired with an older worker for 3 months for an OJT program

iv. Create additional opportunities for older and younger workers to work together. Companies must submit the details of the project which includes the objective, activities carried out and the feedback from the older and younger workers. E.g. including a mix of younger and older workers in workplace activities such as Recreation Club Committee, Workplan Committee etc but exclude company functions and leisure activities such as excursions, company dinner and dance etc.


D. Worker Well-Being Programme (At least 20% of mature workers to attend training courses/programmes, subject to a minimum of 5 mature workers)

i. Attend training courses / talks on worker well-being that benefit older workers

Financial (e.g. financial literacy and retirement adequacy talks)

Medical & wellness (health talks)

Safety

ii. Provide/offer medical insurance for older workers (Companies which have already provided medical insurance for workers will have to adopt other practices)

iii. Improve workplace ergonomics

iv. Implement regular health programme(s) such as stress management, exercise programmes etc which benefit older workers

v. Workplace risk assessment for mature workers

vi. Develop formal employee feedback channel e.g. for employee to feedback their suggestions, grievances, etc

E. Training / Re-training (Companies are to ensure 50% increase in training hours for Mature Workers. For companies with no existing training in place, at least 50% of Mature Workers must be sent for training)

Create training roadmap for mature workers including On-the-Job training

READY

Productivity

Training needs analysis (eg TRM-Training Route Map) and other relevant training courses

Send mature workers for further skills competency training and/or soft skills training and increase older workers training hours by 50%

Develop opportunities and recognition for the contribution of mature workers e.g. Older workers are given opportunities to become a mentor/ trainer to help new workers in their job

F. Re-employment

Attend 4R programme with audit

G. Job Re-design


*Companies can refer to Table 1 for a sample list of relevant courses for the 7 areas of Age Management. Please note that companies may also take other relevant courses that are not listed in table 1, subject to approval by NTUC or SNEF on a case by case basis. For more information, please contact NTUC or SNEF.

Participate in Job Re-design courses or projects such as:

SNEF- TP Silver Productivity scheme (TP internship programme)

Certified Productivity and Innovation Manager Programme (CPIM)

Quality Initiatives to Assist, Nurture and Grow (SME QIANG)

WSQ Operations Management Innovation (OMNI) Programme

Certified Productivity Practitioner (CPP) Programme


Table 1 – List of relevant courses for the 7 areas of Age Management

Training Courses for the optional items of Age Management Grant

Course Type

Course Provider

B. Fair Employment

Develop a Fair Employment Policy that is age neutral

Note: For training courses on fair Employment, please visit www.tafep.sg/events.asp?subid=1

C. Managing a Multi-Generational Workforce

Facilitate a workplace where the young and mature can work together

1. Leading Diverse High Performance Teams Non-WSQ NTUC e2i

2. The Fine Art of Successful Teambuilding (1 Day)

Non-WSQ SNEF

3. Develop Motivated and Productive Workforce (1 Day)

Non-WSQ SNEF

4. Develop High Performance Team (2 Days) Non-WSQ SNEF

5. Enhance Relationships with Assertiveness and Persuasion (2 Days)

Non-WSQ SNEF

6. Foster Team Adaptability (2 Days) WSQ SNEF

7. Develop a Work Team WSQ SNEF

8. Manage Cross Functional and Cultural Diverse Teams (2 Days)

WSQ SNEF

9. Cultivate Workplace Relationships to Optimise Team Performance (2 Days)

WSQ SNEF

10. Achieve Result Through your Team (2 Days) WSQ SNEF

11. Leading Teams Toward Organisational Excellence (2 Days)

WSQ SNEF

12. Powerup Your People Through Encouragement

WSQ SNEF

13. Implement Innovative Change (2 Days) WSQ SNEF

14. Lead Change Management Effectively (2 Days)

WSQ SNEF

15. Contribute Towards a Learning Organisation (2 Days)

WSQ SNEF

16. Facilitate Effective Communication and Engagement (2 Days)

WSQ SNEF

17. Lead Workplace Communication and Engagement (2 Days)

WSQ SNEF

18. Apply Emotional Competence to Manage Self and Others in a Business Context

WSQ SNEF

19. Solve Problems & Make Decisions at Supervisory level (2 Days)

WSQ SNEF

20. Solve Problems & Make Decisions at Managerial Level (2 Days)

WSQ SNEF

D. Worker Well-Being Programme


Structure a healthy and safe working environment for the mature workers

1. Effective Stress & Time Management in The Workplace (1 Day)

Non-WSQ SNEF

2. Workplace Health Promotion For Facilitator (2 Days)

Non-WSQ SNEF

3. Maintain Workplace Safety & Health Policies & Procedures (3 Days)

WSQ SNEF

4. Supervise Workplace Safety and Health Practices (3 Days)

WSQ SNEF

5. Manage Workplace Safety and Health System (3 Days)

WSQ SNEF

6. Senior Employment Guidance (2 Days) Non-WSQ CFS

7. Career Coaching for Mature Employees (2 Days)

Non-WSQ CFS

E. Training/ Re-Training

1. Training Needs Analysis – A Practical Approach using ACTION Model (2 Days)

Non-WSQ SNEF

2. Maximising Performance Through Coaching (2 Days)

Non-WSQ SNEF

3. Interpersonal Communication Skills (1 Day) Non-WSQ SNEF

4. How to Influence People (1 Day) Non-WSQ SNEF

5. Re-employment: Equipping and Developing Yourself(Enhanced READY) (1 Day)

Non-WSQ CFS

F. Re-Employment

1. 4R Programme (Implement Strategies to Employ, Retain and Re-Employ Older Employees) (2 Days)

WSQ SNEF

2. 4R Programme

(Performance Appraisal and Re-Career) (1

Day) Non-WSQ SNEF


Appendix 2

Eligible Job-redesign and Process Improvements Programmes

S/N Programme Brief overview Contact details

1 Singapore Workforce Skills Qualifications (WSQ) Certified Productivity and Innovation (CPI) Manager Programme

The WSQ CPI Manager programme is designed for key staff identified as change agents by their organisation to implement productivity and business innovation tools at the enterprise level. It equips participants with specific and practical training in Operations, Lean Six Sigma and Business Process Reengineering to enable them to analyse and reengineer existing business process to achieve productivity gains.

The WSQ CPI Manager programme also incorporates a mentorship component critical in ensuring the success of the Enterprise Productivity Improvement Project. Productivity Coaches will be attached to participating companies to implement strategies to raise productivity levels.

SMF Centre for Corporate Learning

Tel: 6826 3100

Fax: 6826 3021

Email: [email protected]

Website: www.smaccl.sg

2 SME QIANG (Quality Initiatives to Assist, Nurture and Grow)

The SME QIANG (Quality Initiative to Assist, Nurture and Growth) programme is an effective training solution to enhance productivity in SMEs, contextualised to the SME daily operations. Supported by WDA and conducted by the Singapore Manufacturing Federation (SMF) Centre for Corporate Learning, the SME QIANG programme equips participants with practical training in Lean Six Sigma and Productivity Improvement Projects to enable them to analyse existing business processes to achieve productivity gains.

The SME QIANG also incorporates a mentorship by Productivity Coaches critical in ensuring the success of the Productivity Improvement Project. Participants will also be coached on planning and implementing an organisational Productivity Framework


Tel: 6826 3100

Fax: 6826 3021


Website: www.smfccl.sg



http://www.smaccl.sg/



http://www.smfccl.sg/


to sustain the productivity initiative within the enterprise.

3 Singapore Workforce Skills Qualifications (WSQ) Operations Management Innovation (OMNI) Programme

This Operations MaNagement Innovation (OMNI) Singapore Workforce Skills Qualifications (WSQ) Programme is a joint initiative by the Singapore Institute of Manufacturing Technology (SIMTech), a research institute of the Agency for Science, Technology and Research (A*STAR), and the Singapore Workforce Development Agency (WDA). The objective is to train key personnel - engineers, managers and senior staff of companies to be technology innovators to achieve manufacturing excellence. This is accomplished by promoting the use of operations management techniques and technologies that support a company's strategy. This will ensure that improvements in operations are aligned to the company's strategy and efficient to achieve productivity gains.

Singapore Institute of Manufacturing Technology (SIMTech)

Contact Person: Ms Tan Puay Siew

Tel: 6793 8377


Website: http://pe-wsq.simtech.a-star.edu.sg/programme_SME.htm

4 Certified Productivity Practitioner (CPP) Programme

The CPP programme, accredited by the Asian Productivity Organisation, is specially designed for working professionals who are identified by their organisations as champions of the Productivity Movement. Supported by WDA and conducted by the Singapore Productivity Association (SPA), the CPP programme trains participants on various productivity tools and techniques that can be implemented to drive productivity improvements.

Singapore Productivity Association (SPA)

Contact Person: Ms Angela Poh

Tel: 6375 0938


Website: http://www.spa.org.sg/

5 Silver Productivity Programme

Silver Productivity is a training programme aimed at raising productivity and enhancing the well-being of older workers at the workplace. Targeted at HR Professional and Line/Operations Managers, this strategic business improvement course


Tel: 6826 3100



http://pe-wsq.simtech.a-star.edu.sg/programme_SME.htm





http://www.spa.org.sg/

http://www.spa.org.sg/


will enable them to identify challenges of a mature worker, redesign policies, processes and improve the working environment. SMa’s Productivity Managers who specialise in ergonomics and lean enterprise will also be attached to companies to coach in the project implementation.

Fax: 6826 3021


Website: www.smaccl.sg

6 SNEF-TP Silver Productivity Programme

The SNEF-TP Silver Productivity Programme is a funded internship programme where graduating students from Temasek Polytechnic work with companies to improve on work processes / job re-design to enhance the productivity of the mature workforce in the company. The phases of the internship covers:

i. Collect data to understand and analyze the current situation of the company

ii. Define project scope and objectives

iii. Identify possible solutions and select best solution based on cost, time and resources

iv. Plan and seek approval of plans v. Execute the plan vi. Review of outcomes and

conclude

Singapore National Employers Federation (SNEF) Tel: 6827 6949 Email: [email protected] Website: www.sgemployers.com

*Consultancy costs for other job redesign programmes will be considered on a case by case basis



http://www.smaccl.sg/






Appendix 3

Service Provider Contact Person Contact Number

Contact Email

AchievA Solutions LLP Chan Kwan Hong 9825 5118 [email protected]

Adlerblick Pte Ltd Kirpal Singh Sidhu 6779 6377/ 9755 5104

[email protected]

Alpha Consulting & Training Pte Ltd Chang Keen Weng 9671 0132 [email protected]

ATQ Consulting Services LLP Quek Aik Teng 9363 1934 [email protected]

Authors Consulting Pte Ltd Shah Mitesh Arvind 9452 1622 [email protected]

Bole Business Services Pte Ltd Tan Puay Hoon 9848 2650/ 6255 2487

[email protected]

BWG Consulting Pte Ltd Lim Song Joo 9638 2707 [email protected]

Chaucer Consulting YS Lee 8173 8823/ 6248 4717

[email protected]

Dach Business Consultancy David Chew 9739 2463/ 6243 2463

[email protected]

Eduline Training & Consultancy Vincent Ho Kok Kin 9456 1387 [email protected]

Endesco (Singapore) Pte Ltd Dr Deepak Harindranath

9085 1256 [email protected]

Fairworth Associates Pte Ltd Ian Ng 9366 7196/ [email protected]

Sample list of Consultants for WorkPro Job Redesign Grant : Productivity Improvement Projects – Productivity Management Scope: To engage an external consultant to develop a productivity improvement project: 1. Reduction in costs and/or wastage 2. Increase in efficiency of manpower 3. Increase in efficiency of equipment 4. Increase in efficiency and effectiveness of the use of space














6338 5633

FoodNet Consultants Pte Ltd Dr Charles Chen Tian Hoong

6841 6068/ 9691 2396

[email protected]

Goshen Consilium Pte Ltd Foo Ming Tay 9002 9933/ 6758 9771

[email protected]

GreenLeanSys Pte Ltd Jeremy Chew 6471 6181/ 9710 5566

[email protected]

Greenwich Management Consultancy

Michelle Chew Hoi Chian


HCS Productivity & Consulting Pte Ltd

Ho Geok Choo 6603 8043 [email protected]

Hoclink Systems & Services Pte Ltd George Wong 9662 2613 [email protected]

Institute of Competent Manager Pte Ltd

Michael Tay Keng Loo

9199 3768/ 9272 8933

[email protected]

JM Innovations Joe Hui 6242 8039/ 9678 5338

[email protected]

Kaizen Management Services Phua Keng Koung, Raymond


Lean Sigma Group Pte Ltd Wong Chin Hak 6748 8894 [email protected]

Learners Hub Pte Ltd Lee Chun Kit 9169 1006/ 6842 1006

[email protected]

LQ Goodman & Associates Dr Leong Sai Fan 6254 5959/ 9828 8889

[email protected]

Mindscape Engagement Solutions Pte Ltd

Isaac Tan 9003 7535 [email protected]

Nexus Quest Pte Ltd Ng Quee Kee 9821 3743/ 9642 3887

[email protected]

Oriel Management Consulting Pte Ltd

Wee Chin Chuan 9735 1298 [email protected]

Oxbridge Consulting International Pte Ltd

GP Chua 9639 1733 [email protected]

Retailcom Pte Ltd Wong Siew Heng 9732 2432/ [email protected]



















6223 8113

Singapore Innovation and Productivity Institute Pte Ltd

Michael Teng Yeow Heng


SME International Business Solution

Lim Poh Khai 9668 4979 [email protected]

Spectrum Management Consulting Pte Ltd

Koh Sing Ming 9734 7088 [email protected]

SSA Consulting Group Pte Ltd Suhaimi Salleh 6842 5483 [email protected]

Teian Consulting International Pte Ltd

Kelvin Chan Keng Chuen

6844 2236/ 9487 7068

[email protected]

TnZ Group (S) Pte Ltd Johnaten Zhang Xue Yuan


Vismaad Pte Ltd Lin Chin Yen 9689 4492/ 9389 1771

[email protected]








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