Singapore’s Unique HR Challenges in the Hospitality and Leisure Sector

Hospitality and leisure is traditional in Singapore and it has been basically a very respected destination for relaxation and business visitations from all over the world. However, despite the fact that the industry is recovering from the pandemic, it has to tackle a number of specific issues not addressed by other industries. Every industry contends with the global trends such as digital transformation in one form or another, but the hospitality business in Singapore confronts particular difficulties. For instance, a primary headache has been the unexpected number of tourists because of the global uncertainties that result in staffing problems. The high turnover rate is also another feature in this field, entailing that sometimes the workers cannot provide adequate service due to the lack of experience. Specific evaluation of this sector’s growth should also take into account factors such as the proficiency of workers in health and safety rules as well as the various other technical skills learned throughout the course of the years. Furthermore, issues such as workforce diversity and adoption of new technologies are the common ones that the whole industry faces. However, they manifest in this cultural melting pot, driven by its population of different ethnicities and tech-savvy reputation, in a peculiar way.

The Hospitality Sector’s HCM Systems Driving Business Performance

Human Capital Management (HCM) systems are a keen asset for all hotels and leisure operations seeking to work through turbulent conditions. In many ways, these systems have been the resort’s structured response to most of the obstacles they face today. Indeed, the introduction of the HCM system is the logical step which, apart from optimizing the necessary HR functions, makes the whole paperwork more efficient and enables firms to put their efforts into improving customer service. For example, the feature of dynamic rostering that is crucial for reconnecting staffing levels with tourists’ unpredictable habits is the one that builds better relationships that derail the overstaffing and service loss problems.

Moreover, I have to admit that payroll enhancements like long service payment schemes and CPF contributions that function adequately in Singapore are handled by the system automatically without any errors and thus compliance is confirmed. The shift towards digital solutions also sees a boost in performance appraisal systems, allowing HR teams to accurately gauge employee satisfaction and productivity. Employees will be more likely to stay engaged and motivated through the provision of personalized feedback, thus, overcoming the high turnover problem.

The Steps Towards a Successful HCM Implementation

Implementing an HCM system is not without its challenges, but strategic approaches can lead to success. First, it is vital for firms to clearly understand their unique needs and translate them into system specifications. Second, employees’ involvement in the early stage of the implementation is a key step for avoiding both, the transition problems and the lack of acceptance of the new system. Finally, on-going training of the staff helps the firm to use the HCM system at its full potential with the passing of time.

Power of Multiable’s aiM18 HCM System

Multiable’s aiM18 HCM system has come up with advanced features that fit the requirements of the above challenges:

• Rule-based workflow engine: which enhances efficiency through automating complex HR tasks and cutting down manual errors.

• Intelligent rostering: whereby it aligns the staff schedule with demand fluctuation thus optimizing labor resources faster and efficiently.

• Custom payroll formula: this provision will make the payroll obligations of the unique CPF formula simpler.

• Payroll engines: have a processing capacity that assists in producing accurate and fast payroll thus ensuring timely payment to employees.

• Appraisal forms: which are unlimited thus, they can diversify the performance appraisal system and increase the connection of individual employee goals to their business fit which is one of the management’s objectives.

Compliments for Multiable HCM from the Relevant Agency

Multiable’s HCM system, which has been given the go-ahead by the Inland Revenue Authority of Singapore (IRAS) is a commendable software that stands out in the Auto-Inclusion Scheme (AIS) for Employment Income class. With its extensive compliance approach and strong software controls, it is the best possible HRMS solution for the firms that are concerned about the statutory compliance.

What is Multiable HCM?

Multiable HCM is a cloud-native HCM (aka HRMS, HRIS or HR system). With over 6,000 customers, Multiable HCM gains positive feedbacks from customer across different sectors, from manufacturers, distributors, retailers, service providers to NGOs. The renowned no-code approach saves customer a big sum of customization costs and countless hours of implementation man-days.

What is LAIDFU (Let AI Do for You)?

LAIDFU is an AI tool for enterprise to build their own AI agents to perform various business AI tasks.

Proprietary EKP (Enterprise Knowledge Partitioning) technology eases CEO’s concern about trade secret leakage which often occurs in most AI agents / chatbots in the market.

EKP removes the hurdle of business AI adoption by most companies in using sensitive corporate data.

Powered by no-code approach, deployment of LAIDFU incurs far less developers (and development costs) in comparison with other AI tools.

LAIDFU empowers business, with or without an HCM system in place.