Navigating HR Challenges in Singapore’s NGO Sector

In the bustling and diverse setting of Singapore’s non-governmental organization (NGO) sector, challenges abound. These entities.__ In the crowded and multi-voiced scene of Singaporean NGOs, conditions are rife. In some respects, these organizations mostly deal with narrow budgets and push to make a big difference.

Journeying through unique and common problems of NGO sector in Singapore

NGOs with their operational setting are rather distinctive and get challenges to cope with in a real manner, which makes them special and different from other sectors. For example, one of the main concerns is to get enough money through fund-raising activities because organizations depend solely on donations and grants as opposed to selling goods and services which for-profit businesses do. Moreover, nonprofits often struggle with a high employee turnover rate which can be the reason why they are not able to wrap up such projects and initiatives as scheduled. On top of that, the human resource is hit particularly by these events. The situation is made worse when the organization is unable to reach out to deserving candidates because of their budget constraints and the high caliber of professionals required.

Besides, both NGOs and firms in other fields partake in the similar difficulties which include adapting to digital technologies and obeying the law. Besides the constant need to adjust to changes in the law regulatory environment in Singapore, NGOs are also responsible to make sure that their employees are treated well such as getting their taxes paid on time and the like-potential for sanctions among others.

How’s alternative HR systems are tackling the HR issues in Singapore?

HCM systems can change this volatile scenario into one manageable by addressing it strategically. The automation and the efficiency that come with a cutting-edge HCM or HRMS setup are fundamental for cash-strapped NGOs. Practicalities, like smart work shifts, can help NGOs to align and maintaing the workload balance, so that all the tasks are performed as intended. It, thus, lightens the load on the HR teams and also saves resources- two most important things for NGOs.

Moreover, HCM systems can streamline compliance processes.

These systems can carry out FIFO accurately and quickly, freeing the organization of compliance risks. Additionally, expenditure in payroll management is minimal and the risk of manual errors is reduced with the changeover to improved HRMS software that is capable of dealing with complicated payroll calculations.

Undoubtedly, the analytics offered by a robust HRIS assists in strategic decision-making. For instance, organizations that track their progress in appraising the employees, get the opportunity to help them develop and besides that, keep them more satisfied and thereby raise their retention rate.

The phases of successful HCM implementation

An HCM system implementation is not a small thing to do. There are several essential keys to successful adoptions. First of all, the agreement with the board of directors is very important, as well as aligning the workings of the system with strategic goals, which are necessary. It’s equally indispensable for NGOs to involve the stakeholders from different departments to pinpoint the full spectrum of needs and expectations. Moreover, the training is the most essential part of the entire policy as it guarantees that the employees understand the new system well and it also causes system-wide adaptation.



Features of Multiable HCM System for the Problems Solving

• Automation Rule-based Workflow: This will help to improve efficiency and lighten the load of the administrative team members by automating HR processes.

• Smart Roster Scheduling: It is a tool for resource-limited project completions.

• Smart Zap Payroll: It hastens intricate payroll transactions and the compliance level is at its peak as well.

• Unlimited Performance Evaluation Forms: It aids to improve staff by giving out the full performance appraisal form.

• Department/Position-Sensitive Evaluation: It gives the opportunity to fill in altered forms according to different structural organization of NGOs.

Multiable HCM’s Accreditations and Endorsements

Compliance and credibility are imperative values especially in Singapore where they are at the top of the list. Multiable’s HCM system is not merely a program, but it is comprehended as IRAS sanctioned in addition to being a premium-rated solution under the Auto-Inclusion Income Scheme (AIS) for Employment. This is an assurance that the technicality which aids organizations in poorly doing their HR management is knocked off.

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.