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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 worklife 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 worklife 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.
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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 companys
behalf will not be entertained.
More information can also
www.mom.gov.sg/workpro.

be

found

at

www.wda.gov.sg/workpro

NTUC

SNEF

Hotline: 6213 8383


Email: workpro@ntuc.org.sg
Website: www.ntuc.org.sg

Hotline: 6827 6949


Email: wdm@snef.org.sg
Website: www.sgemployers.com

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and

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ANNEX A
SUMMARY OF FUNDING SUPPORT PROVIDED BY WORKPRO

WorkPro

For
workers

For employers

Workplace Improvement
and Job Redesign

Age Management
Grant

Job Redesign
Grant

Recruitment and
Retention Incentives

Work-Life Grant

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New Hire
Retention
Incentive

On-the-job
Training
Allowance

Assistance for Jobseekers

Mentorship
Allowance

Job Preparatory
Workshops

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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 What is it?
Grant
One-off grant to help employers learn about and implement age management practices such as good reemployment practices, performance management and job redesign.
Up to
$20,000 How much is the grant?
per company
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.

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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.

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For Employers
Workplace Improvement and Job-Redesign
Job
Redesign What is it?
Grant
The Job Redesign Grant subsidises the costs of redesigning jobs and work processes to improve the
Up to $300,000 productivity and performance of mature workers and back-to-work locals.
per company
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-towork 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.

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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 companys 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

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over 12 months.

For Employers
Workplace Improvement and Job-Redesign
Work-Life Grant
What is it?
Up to $160,000 The Work-Life Grant provides funding support for the implementation of work-life strategies, particularly flexible
per company
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

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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

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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 organisations 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 organisations 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

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Appoint a work-life ambassador from senior management to champion a work-life friendly workplace for
the employees and to communicate the organisations work-life policies to its employees.
Have formalised 2 or more FWAs and communicated it to employees.
At least 30% of the organisations 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

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

For Employers
Recruitment and Retention Incentives
New Hire
What is it?
Retention
Incentive (NHRI)
An incentive to encourage employers to retain newly-hired mature workers or back-to-work locals.
Up to $50,000
per company
(excluding the
mentorship
allowance cap)

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
workers 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 workers 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 workers employment.

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For Employers
Recruitment and Retention Incentives
On-the-Job
What is it?
Training (OJT)
Allowance
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.
Up to $50,000
per company
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 months 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.

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For Workers
Assistance for jobseekers
Job Preparation
What is it?
Support
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.

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For Workers
Incentives for recruited workers
Retention Bonus What is it?
Up to $1,200 per A grant awarded to back-to-work locals who stay on the job for at least 3 months. Those who stay on the job
worker
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.

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For Workers
Incentives for recruited workers
Transport
What is it?
Allowance
The transport allowance is a one-time grant to eligible workers from low income households to help them remain
Up to $200 per in employment by defraying part of their transport costs.
worker
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.

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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.

ii.

iii.

Attend fair employment workshop/training


Develop employee handbook to incorporate:
Codes for fair employment practices
Codes for fair recruitment practices
Codes for age management practices
Communicate and increase awareness of contributions made by older
workers at the workplace to enhance acceptance and integration among coworkers

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.

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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

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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
*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.

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


Training Courses for the optional items of
Age Management Grant
B. Fair Employment

Course
Type

Course
Provider

Non-WSQ

NTUC e2i

Non-WSQ

SNEF

Non-WSQ

SNEF

Non-WSQ

SNEF

Non-WSQ

SNEF

WSQ
WSQ

SNEF
SNEF

WSQ

SNEF

WSQ

SNEF

WSQ

SNEF

WSQ

SNEF

WSQ

SNEF

WSQ

SNEF

WSQ

SNEF

WSQ

SNEF

WSQ

SNEF

WSQ

SNEF

WSQ

SNEF

WSQ

SNEF

WSQ

SNEF

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
2. The Fine Art of Successful Teambuilding
(1 Day)
3. Develop Motivated and Productive Workforce
(1 Day)
4. Develop High Performance Team (2 Days)
5. Enhance Relationships with Assertiveness
and Persuasion (2 Days)
6. Foster Team Adaptability (2 Days)
7. Develop a Work Team
8. Manage Cross Functional and Cultural
Diverse Teams (2 Days)
9. Cultivate Workplace Relationships to
Optimise Team Performance (2 Days)
10. Achieve Result Through your Team (2 Days)
11. Leading Teams Toward Organisational
Excellence (2 Days)
12. Powerup Your People Through
Encouragement
13. Implement Innovative Change (2 Days)
14. Lead Change Management Effectively (2
Days)
15. Contribute Towards a Learning Organisation
(2 Days)
16. Facilitate Effective Communication and
Engagement (2 Days)
17. Lead Workplace Communication and
Engagement (2 Days)
18. Apply Emotional Competence to Manage
Self and Others in a Business Context
19. Solve Problems & Make Decisions at
Supervisory level (2 Days)
20. Solve Problems & Make Decisions at
Managerial Level (2 Days)
D. Worker Well-Being Programme

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Structure a healthy and safe working


environment for the mature workers
1. Effective Stress & Time Management in The
Workplace (1 Day)
2. Workplace Health Promotion For Facilitator
(2 Days)
3. Maintain Workplace Safety & Health Policies
& Procedures (3 Days)
4. Supervise Workplace Safety and Health
Practices (3 Days)
5. Manage Workplace Safety and Health
System (3 Days)

Non-WSQ

SNEF

Non-WSQ

SNEF

WSQ

SNEF

WSQ

SNEF

WSQ

SNEF

Non-WSQ

CFS

Non-WSQ

CFS

Non-WSQ

SNEF

Non-WSQ

SNEF

3. Interpersonal Communication Skills (1 Day)

Non-WSQ

SNEF

4. How to Influence People (1 Day)


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

Non-WSQ

SNEF

Non-WSQ

CFS

WSQ

SNEF

Non-WSQ

SNEF

Senior Employment Guidance (2 Days)


Career Coaching for Mature Employees (2
Days)
E. Training/ Re-Training
6.
7.

1. Training Needs Analysis A Practical


Approach using ACTION Model (2 Days)
2. Maximising Performance Through Coaching
(2 Days)

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

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Appendix 2
Eligible Job-redesign and Process Improvements Programmes
S/N Programme
1
Singapore
Workforce Skills
Qualifications
(WSQ) Certified
Productivity and
Innovation
(CPI) Manager
Programme

Brief overview
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.

Contact details
SMF Centre for
Corporate
Learning
Tel: 6826 3100
Fax: 6826 3021
Email:
ccl@smafederati
on.org.sg

Website:
The WSQ CPI Manager programme www.smaccl.sg
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.

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.

SMF Centre for


Corporate
Learning
Tel: 6826 3100
Fax: 6826 3021
Email:
ccl@smfederatio
n.org.sg
Website:
www.smfccl.sg

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
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to sustain the productivity initiative


within the enterprise.

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

Certified
Productivity
Practitioner
(CPP)
Programme

Silver
Productivity
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)

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 Tan Puay
Siew
Tel: 6793 8377
Email:
pstan@SIMTech.
a-star.edu.sg
Website:
http://pewsq.simtech.astar.edu.sg/progr
amme_SME.htm

Contact Person:
Ms Angela Poh
Tel: 6375 0938
Email:
cpp@spa.org.sg

Website:
http://www.spa.or
g.sg/
Silver Productivity is a training SMF Centre for
programme
aimed
at
raising Corporate
productivity and enhancing the well- Learning
being of older workers at the workplace.
Targeted at HR Professional and Tel: 6826 3100
Line/Operations
Managers,
this
strategic business improvement course

Version 2.2 (effective 14 Apr 2014)

Page 21 of 25

will enable them to identify challenges


of a mature worker, redesign policies,
processes and improve the working
environment.
SMas
Productivity
Managers who specialise in ergonomics
and lean enterprise will also be
attached to companies to coach in the
project implementation.
6

SNEF-TP Silver The SNEF-TP Silver Productivity


Productivity
Programme is a funded internship
Programme
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

Fax: 6826 3021


Email:
ccl@smafederati
on.org.sg
Website:
www.smaccl.sg
Singapore
National
Employers
Federation
(SNEF)
Tel: 6827 6949
Email:
wdm@snef.org.s
g
Website:
www.sgemployer
s.com

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

Version 2.2 (effective 14 Apr 2014)

Page 22 of 25

Appendix 3
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
Service Provider

Contact Person

AchievA Solutions LLP


Adlerblick Pte Ltd

Chan Kwan Hong


Kirpal Singh Sidhu

Alpha Consulting & Training Pte Ltd


ATQ Consulting Services LLP
Authors Consulting Pte Ltd
Bole Business Services Pte Ltd

Chang Keen Weng


Quek Aik Teng
Shah Mitesh Arvind
Tan Puay Hoon

BWG Consulting Pte Ltd


Chaucer Consulting

Lim Song Joo


YS Lee

Dach Business Consultancy

David Chew

Eduline Training & Consultancy


Endesco (Singapore) Pte Ltd

Vincent Ho Kok Kin


Dr Deepak
Harindranath
Ian Ng

Fairworth Associates Pte Ltd

Version 2.2 (effective 14 Apr 2014)

Contact
Number
9825 5118
6779 6377/
9755 5104
9671 0132
9363 1934
9452 1622
9848 2650/
6255 2487
9638 2707
8173 8823/
6248 4717
9739 2463/
6243 2463
9456 1387
9085 1256
9366 7196/

Contact Email
kwanhong@singnet.com.sg
kirpal@adlerblick.com.sg
changkw@alphact.com.sg
qat2005@gmail.com
mitesh@authorsconsulting.com.sg
tanpuayhoon@bole.com.sg
sjlim@bwg.com.sg
yewseng.lee@chaucerconsulting.com
davidchew@dachbc.com
hokokkin@singnet.com.sg
deepnat@gmail.com
ianng@fairworth.com.sg

Page 23 of 25

FoodNet Consultants Pte Ltd


Goshen Consilium Pte Ltd

Dr Charles Chen
Tian Hoong
Foo Ming Tay

GreenLeanSys Pte Ltd

Jeremy Chew

Greenwich Management
Consultancy
HCS Productivity & Consulting Pte
Ltd
Hoclink Systems & Services Pte Ltd
Institute of Competent Manager Pte
Ltd
JM Innovations

Michelle Chew Hoi


Chian
Ho Geok Choo

Kaizen Management Services


Lean Sigma Group Pte Ltd
Learners Hub Pte Ltd

Phua Keng Koung,


Raymond
Wong Chin Hak
Lee Chun Kit

LQ Goodman & Associates

Dr Leong Sai Fan

Mindscape Engagement Solutions


Pte Ltd
Nexus Quest Pte Ltd

Isaac Tan

Oriel Management Consulting Pte


Ltd
Oxbridge Consulting International
Pte Ltd
Retailcom Pte Ltd
Version 2.2 (effective 14 Apr 2014)

6338 5633
6841 6068/
9691 2396
9002 9933/
6758 9771
6471 6181/
9710 5566
9876 6828

charles.chen@foodnetconsultants.com
foomingtay@goshenconsilium.com
jeremychew@greenleansys.com
michelle@greenwich.com.sg

6603 8043

hogeokchoo@hcs.com.sg

9662 2613
9199 3768/
9272 8933
6242 8039/
9678 5338
9823 6764

george@hoclink.com.sg
Icms.sin@gmail.com

6748 8894
9169 1006/
6842 1006
6254 5959/
9828 8889
9003 7535

aprcline@singnet.com.sg
leekit@learnershub.com

queekee@nexusquest.com.sg

Wee Chin Chuan

9821 3743/
9642 3887
9735 1298

GP Chua

9639 1733

oxbridge@singnet.com.sg

Wong Siew Heng

9732 2432/

siewheng_tr21@retailcom.org

George Wong
Michael Tay Keng
Loo
Joe Hui

Ng Quee Kee

joehui@starhub.net.sg
kaizenms@singnet.com.sg

sfleong@lqgoodman.com
isaac@mindscape.com.sg

ccwee@orielgroup.com

Page 24 of 25

Singapore Innovation and


Productivity Institute Pte Ltd
SME International Business
Solution
Spectrum Management Consulting
Pte Ltd
SSA Consulting Group Pte Ltd
Teian Consulting International Pte
Ltd
TnZ Group (S) Pte Ltd
Vismaad Pte Ltd

Version 2.2 (effective 14 Apr 2014)

6223 8113
6826 3006

michaelteng@smfederation.org.sg

9668 4979

pklim@smeinternl.com

Koh Sing Ming

9734 7088

singming@spectrumconsulting.com.sg

Suhaimi Salleh
Kelvin Chan Keng
Chuen
Johnaten Zhang Xue
Yuan
Lin Chin Yen

6842 5483
6844 2236/
9487 7068
9004 5618

ceo@ssagroup.com
Kelvin@teian.com.sg

9689 4492/
9389 1771

nicole.lim@vismaad.com

Michael Teng Yeow


Heng
Lim Poh Khai

zhang@tnz-group.com

Page 25 of 25

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