IMDA (under MCI)

If LCH so jialat, how did he become chief of navy? His superiors in his earlier days all kenna smoke by him?

Originally Posted by Unregistered

If LCH so jialat, how did he become chief of navy? His superiors in his earlier days all kenna smoke by him?

More IMDA HR posts?

Originally Posted by Unregistered

If LCH so jialat, how did he become chief of navy? His superiors in his earlier days all kenna smoke by him?

Olden days scholars rise up fast since there are few of them.

Originally Posted by Unregistered

Heard that they have problems filling vacancies created by people resigning due to the toxic culture, and even people at MCI know about it.

EDE perpetually high turnover... people quit faster than replacements come in. Whole policy team left, and then half the new team left plus the D and DD. Both departments, people will quit less than one year after joining. Investigations got people trickling out regularly.

Originally Posted by Unregistered

A lot of people seem to dislike LCH here. Is it really so bad that it impacts your day to day? I thought at a stat board people don't get to interact with the CE so much. Is there a way to just do your work and avoid working directly with him?

I shall not go into the details but basically he came up with this SOP where every single project regardless of the amount has to be approved at CE level. So everyone has the honour to "interact" with this useless guy.

Originally Posted by Unregistered

I'm speaking from the perspective of someone who tried to hire. It was impossible to be selective because people dun wan to come. Those who did proper research should have come across this thread or spoken to someone who worked st IMDA, then ran far far away oredi. Can't imagine why someone with legit tech or media credentials would want to waste their time serving the generalists.

With extremely good luck, someone good might apply and get hired. Then, after seeing what it's like from the inside, they will probably just keep their head down and quietly look for exit plans.

It's getting ridiculous. Since last year, the resumes that are shortlisted by HR have barely any tech qualifications. Any tech professional worth his salt will just go to CSA or Govtech.

Originally Posted by Unregistered

I shall not go into the details but basically he came up with this SOP where every single project regardless of the amount has to be approved at CE level. So everyone has the honour to "interact" with this useless guy.

he is supposed to be "a systematic, methodical, consummate achiever, who practises and demands superlative standards at all levels: strategic, operational, tactical, technical, relational - you name it. As a leader, he imparts a unique vision of team excellence, and then motivates the team at every level to achieve it."

Originally Posted by Unregistered

he is supposed to be "a systematic, methodical, consummate achiever, who practises and demands superlative standards at all levels: strategic, operational, tactical, technical, relational - you name it. As a leader, he imparts a unique vision of team excellence, and then motivates the team at every level to achieve it."

Are LCH, HR and senior management going to share EES results with us? Or no balls to do so?

Originally Posted by Unregistered

Are LCH, HR and senior management going to share EES results with us? Or no balls to do so?

Usually EES results are shared with HODs and HODs may discuss with staff, but rarely do HODs share the full results with everyone. If the results are bad, there will be mandatory (??) discussions to talk about how to address the negative feedback.

Originally Posted by Unregistered

Usually EES results are shared with HODs and HODs may discuss with staff, but rarely do HODs share the full results with everyone. If the results are bad, there will be mandatory (??) discussions to talk about how to address the negative feedback.

I guess no balls. They should be addressing the feedback directly with staff, not pretending an EES was never done.