SingaporeFirstly, Singapore is a mu

Singapore

Firstly, Singapore is a multi racial country, there are many culture difference within the small nation. The cultural difference in Singapore imposes many difficulties for the company’s human resource management team. This is because the team has to deal with the multi racial population and the difference in each racial group. The team also have to determine the different recruitment and selection criteria for each different company in order to avoid racial disharmony and racial discrimination within the company or the country.
The multi language from the multi racial company also poses as one major issue for the human resource team in each company. Although English are commonly use in the country, english is not the national language of the country and not everyone in Singapore is able to speak either the national language or english.

Secondly, Singapore consist of an aging and small population that poses as a threat to the economy after all. This poses as a problem to firms and companies that are in Singapore because havi ng an aging and small population will also prove that the country do not have a consistent efficient workforce to sustain the company’s workflow. With an aging and small population in Singapore, the human resource teams will then tends to have more difficulty when recruiting a talent from such small pool of people and eventually, having to outsource to foreign talents in order to sustain the high standard and demands of the market globally.


Thirdly, to maintain the standard in a competitive world, the human resource management team must be able to create and recruit a sustainable workforce, as well as maintaining a diverse pool of talent that will help to counter the future challenges. This will then boil down to the talent management and succession planning by the human resource management’s professionals. There is need to plan for future challenges and always staying on the ball of knowing what skill sets are necessary to develop and hone in employees.

Lastly, the human resource professionals need to have a global perspective when it comes to the recruitment. The human resource professionals now need to look beyond the micro side of human resource management, the details of turnover rate or demographics, and instead of having a holistic global perspective. Cost also remain as in important consideration when it comes to the recruitment. The current gap of mature competencies in professionals today needs to be bridged via further learning and development schemes. Companies can also look into training junior managers to build competency in their current workforce.

Results (Chinese) 1:

新加坡首先，新加坡是一个多种族的国家，有很多的文化差异，在这个小国家内。新加坡的文化差异规定为公司的人力资源管理团队的很多困难。这是因为团队没有对付多种族人口和每个种族群体的差异。团队也有确定的不同的招聘和选择标准的每个不同的公司，以避免种族不和谐和种族歧视在公司或国家。从多种族公司多语言还冒充为人力资源团队在每个公司的一个主要问题。虽然英语是常用在该国使用，英语不是该国的国家语言和新加坡里并非人人都能讲国语或英语。其次，新加坡包含老化和小的人口毕竟构成对经济构成威胁。这构成了作为一个对公司和公司是在新加坡，因为夏晖吴老化和小的人口还将证明的问题，国家并没有一致的有效劳动力，以维持公司的工作流程。随着新加坡老化和小人口，人力资源团队然后将趋于时招募人才从这种小的池的人，最终，不必为了保持高标准和市场需求的全球外包给外国人才有更多的困难。Thirdly, to maintain the standard in a competitive world, the human resource management team must be able to create and recruit a sustainable workforce, as well as maintaining a diverse pool of talent that will help to counter the future challenges. This will then boil down to the talent management and succession planning by the human resource management’s professionals. There is need to plan for future challenges and always staying on the ball of knowing what skill sets are necessary to develop and hone in employees.Lastly, the human resource professionals need to have a global perspective when it comes to the recruitment. The human resource professionals now need to look beyond the micro side of human resource management, the details of turnover rate or demographics, and instead of having a holistic global perspective. Cost also remain as in important consideration when it comes to the recruitment. The current gap of mature competencies in professionals today needs to be bridged via further learning and development schemes. Companies can also look into training junior managers to build competency in their current workforce.

Results (Chinese) 2:

新加坡首先，新加坡是一个多种族的国家，也有小国中的许多文化差异。新加坡的文化差异规定为公司的人力资源管理团队很多困难。这是因为，团队必须处理多种族人口以及在每个种族组的差异。该团队还必须确定不同的招聘和选拔标准为每个不同的公司为了避免公司或国家内种族不和谐和种族歧视。多语言的多种族公司还带来了为一个主要问题为人力资源团队中的每个企业。虽然英语是通常使用的国家，英语是不是该国的官方语言，并不是每个人都在新加坡是能说无论是国语或英语。其次，新加坡由一个老龄化和人口较少的构成为一个威胁经济毕竟。这就带来一个问题，以企业和公司都在新加坡，因为夏晖纳克的老化和人口较少也将证明该国没有一个一致的高效的员工队伍，以维持公司的工作流程。在新加坡的老龄化和人口少，人力资源团队将随后往往有从招聘人员和最终这样的小水池人才时更困难，不得不外包给国外人才，以维持高标准的要求，全球市场。第三，要保持在一个竞争的世界标准，人力资源管理团队必须能够创建并招募员工可持续发展，以及维持的人才，这将有助于应对未来的挑战多样池。然后这将归结到人才管理和继任规划的人力资源管理的专业人才。有需要规划未来的挑战，始终停留在知道什么技能是必要的发展和磨练员工的球。最后，人力资源专业人士需要有一个全球的角度来看，当涉及到的招聘。人力资源专业人员现在需要超越人力资源管理的微观方面，周转率和人口统计数据，细 ​​节而不是有一个整体的全球视野和。成本也仍然作为重要的考虑因素，当涉及到的招聘。成熟的竞争力目前的差距在今天的专业人士需要通过进一步的学习和发展计划来弥补。公司也可以考虑培训初级管理人员在其目前的劳动力建造能力。

Results (Chinese) 3:

新加坡，新加坡是一个多民族的国家，小国家有许多文化差异。新加坡的文化差异给企业的人力资源管理团队带来了许多困难。这是因为这个团队必须处理多种族的人口和每个种族的差异。该小组还必须确定每个不同的公司的招聘和选择标准，以避免在公司或国家的种族不和谐和种族歧视。从多种族公司的多语言也对每个公司的人力资源团队构成一个主要问题。虽然英语在全国普遍使用，英语不是国家的民族语言，不是每个人都能在新加坡讲英语或是英语。第二，新加坡是一个人口老龄化和人口稀少的人口，这对经济构成威胁。这带来了问题的公司，在新加坡因为夏晖纳克老化和小人口也将证明，国家没有统一有效的劳动力来维持公司的工作流。新加坡的人口老龄化和人口老龄化，人力资源团队将然后往往有更多的困难当招聘人才从这样的小游泳池的人，最终，在外包给外国人才为了维持高标准和要求的市场全球。第三，在竞争激烈的世界中保持标准，人力资源管理团队必须能够创建和招聘一个可持续的劳动力，以及保持一个多样化的人才，将有助于应对未来的挑战。这将归结为人力资源管理的专业人才管理和继任规划。有需要计划未来的挑战，并始终保持对球的知道什么样的技能是必要的发展和磨练员工。

最后，当它涉及到招聘的人力资源专业人士需要有全球视野。人力资源专业人士现在需要超越人力资源管理的微观层面，细节的周转率或人口统计，而不是有一个整体的全球观点。在招聘工作时，成本也保持在重要的考虑因素中。目前的差距，成熟的专业人才，今天需要通过进一步的学习和发展计划进行桥接。公司还可以考虑培训初级管理者，以建立他们目前的劳动力的能力。