It’s no secret that SMEs require a pool of skilled talent to develop and execute innovative strategies so that the company can continue growing. Here’s how RAK can attract new talent and develop the potential of existing staff.1. Put in Place a Career Development PlanA career development plan is a win-win situation for employers and employees. Show our staff that your company also cares for their professional growth as well. If staff feel that you genuinely care about their future, they will be motivated to work for our company.A development plan should focus on employees’ growth and progression both professionally and personally. Heads of departments should meet up with each of their staff regularly to discuss his or her career development hopes and plans, for example, how they would like to see their career progress and what they require such as job shadowing, mentoring or training of particular skills.2. Ensure Continual TrainingRAK encourage their staff to sign up for conferences, workshops and seminars —training and skills for upgrading.RAK also look into Workforce Singapore’s P-Max programme to better recruit, train, manage and retain professionals, managers, executives and technicians (PMETs).3. Encourage Mentoring and Continued Support for New HiresRAK will provide training for new staff such as mentorship. Individual employee can learn new things by shadowing a colleague or mentor from within the company to learn from their experience.4. Create a Vibrant Work CultureRAK strive to create a culture that stands out — one that’s built around the company’s core values and mission, and which resonates with staff. Examples include instilling a warm, family-style team culture that has a strong focus on personal growth, ensuring open communication and feedback so that staff feel they are being listened to, encouraging mentorship and other career advancement opportunities, and offering unique employee benefits such as supporting flexible work hours of working hours.
It’s no secret that SMEs require a pool of skilled talent to develop and execute innovative strategies so that the company can continue growing. Here’s how RAK can attract new talent and develop the potential of existing staff.1. Put in Place a Career Development PlanA career development plan is a win-win situation for employers and employees. Show our staff that your company also cares for their professional growth as well. If staff feel that you genuinely care about their future, they will be motivated to work for our company.A development plan should focus on employees’ growth and progression both professionally and personally. Heads of departments should meet up with each of their staff regularly to discuss his or her career development hopes and plans, for example, how they would like to see their career progress and what they require such as job shadowing, mentoring or training of particular skills.2. Ensure Continual TrainingRAK encourage their staff to sign up for conferences, workshops and seminars —training and skills for upgrading.RAK also look into Workforce Singapore’s P-Max programme to better recruit, train, manage and retain professionals, managers, executives and technicians (PMETs).3. Encourage Mentoring and Continued Support for New HiresRAK will provide training for new staff such as mentorship. Individual employee can learn new things by shadowing a colleague or mentor from within the company to learn from their experience.4. Create a Vibrant Work CultureRAK strive to create a culture that stands out — one that’s built around the company’s core values and mission, and which resonates with staff. Examples include instilling a warm, family-style team culture that has a strong focus on personal growth, ensuring open communication and feedback so that staff feel they are being listened to, encouraging mentorship and other career advancement opportunities, and offering unique employee benefits such as supporting flexible work hours of working hours.
It’s no secret that SMEs require a pool of skilled talent to develop and execute innovative strategies so that the company can continue growing. Here’s how RAK can attract new talent and develop the potential of existing staff.1. Put in Place a Career Development PlanA career development plan is a win-win situation for employers and employees. Show our staff that your company also cares for their professional growth as well. If staff feel that you genuinely care about their future, they will be motivated to work for our company.A development plan should focus on employees’ growth and progression both professionally and personally. Heads of departments should meet up with each of their staff regularly to discuss his or her career development hopes and plans, for example, how they would like to see their career progress and what they require such as job shadowing, mentoring or training of particular skills.2. Ensure Continual TrainingRAK encourage their staff to sign up for conferences, workshops and seminars —training and skills for upgrading.RAK also look into Workforce Singapore’s P-Max programme to better recruit, train, manage and retain professionals, managers, executives and technicians (PMETs).3. Encourage Mentoring and Continued Support for New HiresRAK will provide training for new staff such as mentorship. Individual employee can learn new things by shadowing a colleague or mentor from within the company to learn from their experience.4. Create a Vibrant Work CultureRAK strive to create a culture that stands out — one that’s built around the company’s core values and mission, and which resonates with staff. Examples include instilling a warm, family-style team culture that has a strong focus on personal growth, ensuring open communication and feedback so that staff feel they are being listened to, encouraging mentorship and other career advancement opportunities, and offering unique employee benefits such as supporting flexible work hours of working hours.