manpower solution
MANPOWER SHORTAGE
RISING MANPOWER COSTS
COSTLY TRAINING
It’s easy to say that F&B business owners should raise salaries to attract and retain workers, but many do not have the financial capacity to do so, says EHL Hospitality Business School’s Guy Llewellyn.
How can you, as a F&B employer, solve this manpower issue at an efficient cost and effective training?
At SHRM College, we have the solution to help F&B companies overcome these staff shortage challenges and find the best candidate for their organizations.
Source: https://www.channelnewsasia.com/commentary/singapore-restaurant-food-beverage-manpower-shortage-raise-salary-cost-4141651
OUR SOLUTIONS
CCPFPA - NEW HIRE
JRR - JOB REDESIGN RESKILLING
INTERNSHIP
OUR PARTNERS
ccp - new hire
Have you ever wondered how you as an employer can hire and leverage on training and salary support through Workforce Singapore (WSG) Career Conversion Programme for Food Professionals and Associates (CCPFPA) ? Let us tell you how!
With the Adapt and Grow initiative and to provide greater support for mid-career Professionals, Managers, Executives and Technicians (PMET) job seekers, the CCPFPA have been designed to help mid-career PMETs re-skill with the necessary competencies to embark on a career with you.
Key Benefits:
- Structured On-the-Job Training (OJT) work-plan
- Salary Support up to 90%*
- Course Fee Funding Support up to 70%
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STANDARD RATE (SCs/PRs below age of 40) |
ENHANCED RATE |
PROGRAMME DURATION |
CCPFPA REQUIREMENT |
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|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
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PMET |
From 1 April 2024 ³ Up to 70% of monthly salary, capped at $5,000 per month |
From 1 April 2024 ³
Up to 90% of monthly salary, capped at $7,500 per month ¹ (For Long-term Unemployed¹ Singapore Citizen (SC)/ Permanent Resident (PR) trainees Or Mature² SC/PR trainees) |
3 - 6 months |
Minimum fixed monthly salary of $3,200 (PMET) onwards
(starting salary commensurate with candidate's experience) |
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NON-PMET |
From 1 April 2024 ³ Up to 70% of monthly salary, capped at $5,000 per month |
From 1 April 2024 ³ Up to 90% of monthly salary, capped at $7,500 per month ¹ (For Long-term Unemployed¹ Singapore Citizen (SC)/ Permanent Resident (PR) trainees Or Mature² SC/PR trainees) |
3 months |
Minimum fixed monthly salary of $2,100 (Non-PMET) onwards (starting salary commensurate with candidate's experience) |
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No Absentee Payroll (AAP) claim is allowed for CCP trainees. ¹ (For Long-term Unemployed Singapore Citizen (SC) / Permanent Resident (PR) trainees Or Mature SC/PR trainees) ² Mature trainee is defined as being aged 40 and above. Please note that this is determined based on the trainee’s year of birth on AMS at the date of CCP approval. ³ The enhanced salary support caps will apply to all CCP participants commencing training from 1 April 2024. For CCP participants who commenced training before 1 April 2024, their employers will receive salary support based on earlier salary support caps. |
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CCP for the Food Services and Manufacturing sector will help companies to tap into additional sources of manpower and meet their manpower needs by providing mid-career switchers with an opportunity to enter the industry. This will include classroom, eLearning and On-the-Job Training (OJT) components that facilitate and enhance the competency of the newly hired candidates who have switched their careers and taken positions such as Management Trainee, Chef, Section Leader, Production Planner etc.
*Salary support is based on actual training duration
Food Services: CCP for Food Professional and Associate (PMET)
Food Services: CCP for Food Professional and Associate (Non-PMET)
The employing company will receive the following funding upon the fulfilment of the corresponding requirements:
Participating companies must fulfil the following criteria:
- Registered or incorporated in Singapore;
- Must offer the new hire a PMET job which is different from his previous employment, with a minimum offering salary of $3,200 that is aligned with the market rate. Conversions can be inter or intra- sectoral (Eg. Chef to convert to Restaurant Manager, or vice versa)
- Or offer the new hire a Non-PMET job which is different from his previous employment, with a minimum offering salary of $2,100 that is aligned with the market rate. Conversions can be inter or intra- sectoral (Eg. Chef to convert to Restaurant Manager, or vice versa)
- Able to commit to the CCP training arrangements for the trainees
- Committed to work with WSG or its appointed partner on the necessary administrative matters related to the programme
Candidates must fulfil the following criteria:
- Singapore Citizen or Permanent Resident
- Minimally 21 years old
- Graduated or completed National Service at least 2 years prior at the point of application
- New hire nominated by an eligible participating company for the CCP
- New Hire must not have prior working experience or been in a similar job role in previous employment
- Must not be a shareholder of the company, or its related companies
- Must not be immediate ex-staff of the participating company or its related entities
- Must not be related to the owner(s) of the company
- Mode of Delivery: Part-time
- Duration: 3-4 months
- Self-paced e-learning with 24/7 access to bite-size eContent providing learner with Knowledge and Skills on the job
- Learner will prepare for class and will be more active and effective, follow by classroom session where the learner will be given the opportunities to apply their learning into the work context
- Our course curriculum is designed and mapped into a job role requirements where learning is work and your work is learning. The skills acquired can directly apply to the job and have actual business outcomes.
- Optional training modules dependant on the On-Job-Training (OJT) plan
Upon successful completion of all modules, students will be awarded:
- Dependant on the On-the-Job-Training (OJT) plan
- 3 – 6 months
- Students are assessed with a mixture of continuous assessments throughout each term in the form of case studies, discussions, presentations, group and individual assignments, practical and theory tests. Final assessment are conducted at the end of each term.
- In the event a student fails a module, the student will be given a chance to take a supplementary paper. Failing a supplementary paper will result in the student having to retake the module again.
For more details about the Career Conversion Program for Food Professionals and Associate, please click here.
jrr - job redesign reskilling
Food and beverage employers should undergo job redesign to enhance operational efficiency, employee satisfaction etc. By reevaluating and restructuring job roles, employers can streamline workflows, reduce inefficiencies and redundancies that often lead to wasted time and resources.
Job redesign also helps in employee satisfaction by creating more engaging and meaningful work experiences, which can reduce turnover and improve employee’s morale. Ultimately, a well-implemented job redesign fosters a more adaptable and motivated workforce, driving long-term business success in the competitive F&B industry.
Job redesign can involve a variety of strategies such as revising job descriptions, reallocating tasks to better fit employees’ skills and strengths, implementing cross-training programs to enhance versatility, and introducing technology to automate repetitive tasks. By embracing job redesign, Food and Beverage employers can effectively adapt to changing market demands, improve service quality, and boost overall productivity. It is crucial for employers to involve employees in the job redesign process, seeking their input and feedback to ensure that the changes implemented are beneficial for both the company and its workforce. This collaborative approach can foster a culture of innovation and continuous improvement within the organization, positioning it for sustained growth and success in the dynamic F&B landscape.
|
STANDARD RATE (SCs/PRs below age of 40) |
MATURE ¹ SC/PR TRAINEES |
DURATION OF PROGRAMME |
CCPFPA REQUIREMENT |
||
|---|---|---|---|---|---|
|
PMET |
From 1 April 2024 ² Up to 70% of monthly salary, capped at $5,000 per month |
From 1 April 2024 ² Up to 90% of monthly salary, capped at $7,500 per month |
3 - 6 months |
|
Minimum fixed monthly salary of $3,200 (PMET) onwards
(starting salary commensurate with candidate's experience) |
|
NON-PMET |
From 1 April 2024 ² Up to 70% of monthly salary, capped at $5,000 per month |
From 1 April 2024 ² Up to 90% of monthly salary, capped at $7,500 per month |
3 months |
|
Minimum fixed monthly salary of $2,100 (Non-PMET) onwards (starting salary commensurate with candidate's experience) |
|
¹ Mature trainee is defined as being aged 40 and above. Please note that this is determined based on the trainee’s year of birth on AMS at the date of CCP approval. ² The enhanced salary support caps will apply to all CCP participants commencing training from 1 April 2024. For CCP participants who commenced training before 1 April 2024, their employers will receive salary support based on earlier salary support caps. |
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- Singapore Citizen or Permanent Resident aged 21 and above
- Salary offered at least $3,200 (PMETs), $2,100 (NON-PMETs)
- Working in the company for at least 1 year
internship
- Apply what they have learnt from school to a real work experience
- Gain exposure to real-world scenarios
- Be more prepared for their future career
- Build a strong profile and network
- Find out what to expect when making a transition to a full-time job
- Internship is a great way to bring talented students to your organization’s goal
- Interns increase company’s workforce and in the meantime provide additional support
- Internships provide an opportunity for your current employees to mentor and cultivate the next generation of leaders in the field. The mentor-ship program is helpful for your business culture.
