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  #1191 (permalink)  
Old 15-01-2024, 02:29 PM
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recently was referred by a friend to join a bank under him. very high chance of joining. but the HR SVP blocked my move citing to my friend that I was with IMDA before, nobody good comes from there. hence here goes my chance
But I see established Ds & DDs from IMDA managed to get a job successfully outside? Hence the high turnover rate. Maybe it's easier for them to market themselves due to the branding of supervisory roles.

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  #1192 (permalink)  
Old 15-01-2024, 09:01 PM
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recently was referred by a friend to join a bank under him. very high chance of joining. but the HR SVP blocked my move citing to my friend that I was with IMDA before, nobody good comes from there. hence here goes my chance
I had a similar exp for the social service sector. Hiring manager alr said ok but somehow somewhere in some way HR cock block at the last moment. If the social service sector which is expected to have empathy n compassion also can pull stunt, i'm not surprised that other sectors are doing it.

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Old 17-01-2024, 01:41 PM
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I had a similar exp for the social service sector. Hiring manager alr said ok but somehow somewhere in some way HR cock block at the last moment. If the social service sector which is expected to have empathy n compassion also can pull stunt, i'm not surprised that other sectors are doing it.
u kena zam brake offer becos of the IMDA job experience in the CV?

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  #1194 (permalink)  
Old 17-01-2024, 06:05 PM
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But I see established Ds & DDs from IMDA managed to get a job successfully outside? Hence the high turnover rate. Maybe it's easier for them to market themselves due to the branding of supervisory roles.
Pls quote who are the “established” D and DDs…
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  #1195 (permalink)  
Old 17-01-2024, 09:48 PM
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recently was referred by a friend to join a bank under him. very high chance of joining. but the HR SVP blocked my move citing to my friend that I was with IMDA before, nobody good comes from there. hence here goes my chance
While I sympathise with the stories in this forum, I can't help but think you are another one of those people who only know how to blame others for your own lack of competency. Are you sure you can get the job if you were not from IMDA?
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  #1196 (permalink)  
Old 18-01-2024, 08:11 PM
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recently was referred by a friend to join a bank under him. very high chance of joining. but the HR SVP blocked my move citing to my friend that I was with IMDA before, nobody good comes from there. hence here goes my chance
IMDA is a stain on our resumes
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  #1197 (permalink)  
Old 19-01-2024, 02:40 PM
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Pls quote who are the “established” D and DDs…
"Established" D & DDs are those who hold supervisory positions for a relatively long period of time, before even the ascension of LCH. These are the bosses/leaders who demonstrated some semblance of competency. If I were to throw out a name, an example would be June Koh. As toxic and horrible she was in her leadership, she managed to get herself hired at another company through her competencies.

Another worth mentioning is the marketing and comms division. The current batch of D & DDs are quite recent, only come onboard imda during LCH's reign (read: majority of their predecessors most likely left because they ain't fans of LCH's mediocre leadership). It doesn't make sense for the previous batch of D & DDs to resign if they haven't secured a job first. It's probably easier for them to get hired at another place as marketing and comms ain't subjected to the ill effects of incompetent senior leadership that threaten their own professional competence.
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  #1198 (permalink)  
Old 19-01-2024, 08:40 PM
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But I see established Ds & DDs from IMDA managed to get a job successfully outside? Hence the high turnover rate. Maybe it's easier for them to market themselves due to the branding of supervisory roles.
what does "managed to get a job successfully outside" even mean??? you are employed as a massage lady, KTV hostess or prostitute also counted as get a job right?
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  #1199 (permalink)  
Old 20-01-2024, 11:24 AM
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"Established" D & DDs are those who hold supervisory positions for a relatively long period of time, before even the ascension of LCH. These are the bosses/leaders who demonstrated some semblance of competency. If I were to throw out a name, an example would be June Koh. As toxic and horrible she was in her leadership, she managed to get herself hired at another company through her competencies.

Another worth mentioning is the marketing and comms division. The current batch of D & DDs are quite recent, only come onboard imda during LCH's reign (read: majority of their predecessors most likely left because they ain't fans of LCH's mediocre leadership). It doesn't make sense for the previous batch of D & DDs to resign if they haven't secured a job first. It's probably easier for them to get hired at another place as marketing and comms ain't subjected to the ill effects of incompetent senior leadership that threaten their own professional competence.

June Koh has no competency. She cannot present without reading word for word from a script, cannot manage her staff well and has poor stress management. The only thing she is good at is arrowing people to do the dirty work that she does not want to do herself. If she has real competency, she would have found a job in the private sector instead of having to rely on her connections. She knows the CE of Tote Board through her work in IMDA. I agree with everything else you said except this.
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  #1200 (permalink)  
Old 20-01-2024, 04:28 PM
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Is it TC? The one who got promoted to ACE despite no significant achievements.
Nah, DG. That team that try to achieve digital inclusivity. What screw up EEE if they expect employees to gave favorable review. Heard that that person is now ostricisced by the extended team

There are also cases of "forcing" competent staff to early retirement. They ask a staff to take what Psychometric Test, and then told her/him that the scores is to requirement. I hope Karma will strike that HR/TC team one day, really damn evil.
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