Tackling Human Resources Problems in Singapore’s Hospitality & Leisure Sector

To some extent, Singapore’s hospitality and leisure sector can best be characterized as a colorful display of the unique experiences both the tourists and the locals can have at the same time. Nevertheless, industrial firms find it hard to cope with the multiple challenges they encounter. These issues are generally different from the ones that business sectors in other fields encounter. In fact, the primary is the complexity of managing a diverse workforce that is coupled in here with the sophisticated nomenclature that is a necessity for balancing the demand for high-quality customer service and the correct number of staff. Additionally, the transient nature of the workforce in the hospitality & leisure sector generally means that these businesses require additional staff for a specific period of time. The increasing demand of the customers for a fully tailored guest experience is the extra worry besides which the industry has to deal with hence performance appraisal becomes essential.

Common Issues Across Industries and Specific Matters for Hospitality Sector

Even if the bar was raised high among the unique hurdles, the hospitality sector is currently the most advantageous sector of the economy, one that also has some common problems with other industries in Singapore like payroll difficulties, CPF contributions issues, etc. Some firms are actively searching for the right HR system solution to crack that issue. No wonder, these concerns imply that to handle both sector-specific and general HR matters, a big investment in a robust HRMS is inevitable.

The Outcomes of HCM Systems on the Problems of Industry

The application of HCM Systems as a part of Human Capital Management presents a multi-dimensional solution to these challenges. The automated workflow procedures of HCM systems powered by smart work can simplify difficult tasks like creating staff rosters while ensuring that the right number of staff are distributed with less human error. Dissemination of performance reviews that are only available in custom-built HCM systems promote the industry-specific difficulty of guests’ personalization by allowing managers to consider multi-view perspectives of employee’s achievements. Moreover, the high capability of a solid HCM system in computing payroll without mistakes and on-time that includes long services payments is addressed at the second level of discussion i.e. clarifying the discrepancies and improving compliance. For the purpose of respect to the local laws and regulations, the HCM also supports adherence to CPF through its functions.

Pointing Out the Roadmaps for Successful HCM Implementation
HCM system can function well is if it is an amalgamation of two key steps – strategic contemplation and tactical execution. Organizations have to keep checking whether the alignment of their system with the objectives and the trained personnel to use it properly. This broadened consideration of thelysis through technology is to be realized by the HRMS software. Beyond that, the activation of the stakeholder buy-in through the display of the new system’s benefits will be the key to smooth integration. Open up, firms further should span the plan on the contingent personnel rollout and the running in of units through a logical timeline.

Five Eye-Catching Features of Multiable aiM18 HCM System

• Rule-based Workflow Engine: Enhance the accuracy of referrals and the effectiveness of personnel assignment.

• AI Ready and Fully Customizable: Flexible software solutions conform to specific requirements of the hospitality industry.

• Unlimited Dimensions of Headcount: Possibility of adjusting-for-hiring seasonal workers.

• Intelligent Roster Planning: Makes sure of local labor laws observance, thus the legality of operations is boosted.

• Powerful Payroll Engines: Solves the complex payroll calculations in a moment and even does the backdated corrections.

Recommendations and Compliance of Multiable HCM

Multiable stands atop the hill in Singapore as per the endorsement from IRAS that it is Auto-Inclusion Scheme (AIS) for Employment Income with Multiable HCM as its inclusion. Multiable has been shown ‘Category of Software Compliance to Controls’ that has been dominated by them, means that it will ensure smooth integration along with improved payroll management, thus aiding businesses to be more confident in the HR system they choose.

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.