Civil Svc/ Statboard - Typical Timeline for making a Hiring Decision

Originally Posted by Unregistered

It truly feels ****ed up when you have passed the written test, then get condescended at the final interview and the interviewers acting like big shot as if they are in american idols. Then few days later see the job ad reposted.
Seems like the job has no intention of training or grooming the staff anyways. what a joke, the DD, D level are all there literally for more than a decade. What progression?

Actually, they hold great power and if you do not impress them, you will not be hired.
Training and grooming?
You expect too much.
It is self directed learning and please groom yourself.

Originally Posted by Unregistered

professionalise HR???
oh really????

tia gong they will say this is aligned with the practice in private sector

Originally Posted by Unregistered

Actually, they hold great power and if you do not impress them, you will not be hired.
Training and grooming?
You expect too much.
It is self directed learning and please groom yourself.

moi attended more training before as public servant than in private sector

Originally Posted by Unregistered

tia gong they will say this is aligned with the practice in private sector

basically known as wayang + jiak sai

why the hiring take so long to decide yes or no
so gu niang one

be the change you want to see

What the role is
PSD has been onboarding Statutory Boards (agencies) across the Public Service onto a common cloud-based enterprise management system, known as Cumulus. Cumulus provides a unified solution for Human Capital Management (HCM), Payroll and Finance with the aim of improving business efficiency and organisation performance. Agencies, which were using different HRIS based on their own HR processes, will now use Workday, a SaaS, in Cumulus. The Cumulus team has onboarded 41 agencies, with more in the pipeline.

What you will be working on
[Specific Job Responsibilities]
Reporting to the Team Lead, you will aim to improve overall business efficiency by:
• Building good relationships and rapport with agencies as their Cumulus HCM business partner and work closely with agency leads and various stakeholders to transform user experience and improve user satisfaction.
• Designing and executing strategies to facilitate superuser adoption of system changes.
• Maintaining and improving Workday in Cumulus for users.
• Establish and maintain scalable processes that ensure best practices in HR.
• Identify opportunities for business process re-engineering (BPR) initiatives for productivity improvement, via transforming, streamlining and continuous improvement of work processes.
• Identifying new Workday requirements and communicating with users to understand additional requirements and needs.
• Collaborating with agency leads and IT teams to resolve Workday issues and improve user experience, and ensuring solutions are viable and consistent across all agencies.
• Creating Workday guidelines and manuals, as well as conducting training for users.
• Conducting regular Workday reviews and generating reports on efficiencies and improvement areas.
• Structuring and prioritising agencies’ Workday requirements and communicating plans with stakeholders for review, approval and implementation.
• Staying up to date with the latest HRIS technology and best practices.

s://.careers.hrp.gov.sg/sap/bc/ui5_ui5/sap/ZGERCFA004/index.html#/JobDescription/14109731/6bee00ce-3263-1eef-9cef-ec2fc5ef01dc

Originally Posted by Unregistered

be the change you want to see

What the role is
PSD has been onboarding Statutory Boards (agencies) across the Public Service onto a common cloud-based enterprise management system, known as Cumulus. Cumulus provides a unified solution for Human Capital Management (HCM), Payroll and Finance with the aim of improving business efficiency and organisation performance. Agencies, which were using different HRIS based on their own HR processes, will now use Workday, a SaaS, in Cumulus. The Cumulus team has onboarded 41 agencies, with more in the pipeline.

What you will be working on
[Specific Job Responsibilities]
Reporting to the Team Lead, you will aim to improve overall business efficiency by:
• Building good relationships and rapport with agencies as their Cumulus HCM business partner and work closely with agency leads and various stakeholders to transform user experience and improve user satisfaction.
• Designing and executing strategies to facilitate superuser adoption of system changes.
• Maintaining and improving Workday in Cumulus for users.
• Establish and maintain scalable processes that ensure best practices in HR.
• Identify opportunities for business process re-engineering (BPR) initiatives for productivity improvement, via transforming, streamlining and continuous improvement of work processes.
• Identifying new Workday requirements and communicating with users to understand additional requirements and needs.
• Collaborating with agency leads and IT teams to resolve Workday issues and improve user experience, and ensuring solutions are viable and consistent across all agencies.
• Creating Workday guidelines and manuals, as well as conducting training for users.
• Conducting regular Workday reviews and generating reports on efficiencies and improvement areas.
• Structuring and prioritising agencies’ Workday requirements and communicating plans with stakeholders for review, approval and implementation.
• Staying up to date with the latest HRIS technology and best practices.

s://.careers.hrp.gov.sg/sap/bc/ui5_ui5/sap/ZGERCFA004/index.html#/JobDescription/14109731/6bee00ce-3263-1eef-9cef-ec2fc5ef01dc

TLDR
basically BS wayang

I'm a middle manager in a ministry leading a small team. If I'm keen on a candidate, the offer will be made very fast. Usually communicated same day to HR to do subsequent checks and follow ups.

The problem now is I cannot get applicants with the needed skills to apply. Every batch of applications I spend an hour going through and cannot find suitable candidate.

Originally Posted by Unregistered

I'm a middle manager in a ministry leading a small team. If I'm keen on a candidate, the offer will be made very fast. Usually communicated same day to HR to do subsequent checks and follow ups.

The problem now is I cannot get applicants with the needed skills to apply. Every batch of applications I spend an hour going through and cannot find suitable candidate.

employers r just as picky bunch
aft pick already hor
screen also take tamade sibey long
approval sought liao hor, then jitao reject the candidate or not going ahead to hire even one
waste of manhours, pui!

moi apply 1 role 1 week later called for interview means huat?